Juries think it's insensitive and outrageous to fire someone during this time. For a resignation, the meeting generally occurs in the building and on the worker's last day. *Which worker has the best disposition toward the business? In such a situation how do you make sure that your termination notice is worker foolproof? Dismissing an employee for alcohol abuse is tough, but not impossible. This means that you should also document all training you have provided to the jobholder as well as all meetings you have had with him or her. Explain the problem or how the worker violated company policy. A worker who you layoff could potentially have a case for improper separation if you lay off him or her on impulse with no prior signs her or his job was in jeopardy. It was a bunch of legal mumbo jumbo. Before the meeting, you must introduce yourself to the laid off worker and confirm her attendance at the meeting. Dismissals are a dirty firm, but necessary for a company to survive and compete successfully.

In addition, the information provided in the notice should be thorough and documented. If you terminate an employee for this particular misbehavior you had better have papers. This policy should clearly make clear expectations of worker hygiene. It's best to fire in the morning or early in the shift.