Terminating a worker for having a bad disposition can be a huge problem in the day-to-day firm of any company. If you're comfortable with the risk level and the cost, then just go ahead and show the bad employee the door. If the employee doesn't heed the warnings, she uses up all her chances. If your risk level is too high, you must compile enough evidence before separating. If the termination is for "cause," you must take great care should to keep from making a bad situation worse. Further, gross misconduct forms should also contain clear documentation by the boss that he or she spelled out the penalties for refusal to carry out the direct order.

Furthermore, if the reason for dismissing the worker had anything to do with criminal activity or blatant immoral behavior in the workplace, that can easily be recorded as justifiable grounds for the layoff. But the good news is this Guidebook tells you what to do for every circumstance. Step 3 in How to layoff Someone: Perform an Exit Interview. After you have created your layoff notices, call a meeting with all of your employees and let them know about the firing. For example, you might say, "Employees who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and lay off after the third offense." Or, it could be more general, such as "Workforce who fail to wash their hands after using the rest room will face suspension and possible separation." How much leeway you wish to give yourself when it comes to rehabilitative action is up to you. 3) Wrongdoing and overwhelming misbehavior by the worker. Finally, you should apply them consistently to everyone, including yourself. At times, family crisis or other personal problems can cause a jobholder to lash out at their supervisors. It may be a videotape of a worker stealing, repeated warnings of tardiness or failure to show up.