If you ever again [exhibit specific bad behaviors] or have other performance drops, you should expect further discipline which could include immediate separation. If you have an employee that exhibits any of these early warning signs of gross misconduct, here's how to stop the problem before it gets worse. As a supervisor and executive, I've always appreciated the Hr department's help. Here's the reason you must document your suspicions before checking for the fraud. Insubordination is the one place you can summarily separate a worker without worry. Perhaps one of the most important issues when disciplining your personnel is saving their dignity, so when they are a rehabilitated worker, they will still have a sense of pride about working for the small business. I advise that you don't use a heavy-handed sales approach, but stress the fairness of the package and how much the jobholder will lose if he doesn't sign. This policy should obviously make clear expectations of worker hygiene. For example, you could cite her bad performance as evidence she likely didn't hold a similar job previously. Another way to help the termination is to aid the employee in any future endeavors he or she may have. Are you frustrated by a disgruntled worker who is ruining the small company' productivity?

If this is medium-risk separation, you'll normally negotiate a larger severance to make the terminated employee go away quietly. However, you don't have to tell the jobholder of this right, and the representative can only be an employee, not a lawyer or someone outside the company. If possible, write the notice ahead of time and present it to the jobholder during the dismissal meeting. In drafting the worker written notification, describe, in detail, why you are writing the letter.