It may not be the contrite disposition you would wish; the jobholder may respond in anger. Dishonest workforce are a danger to both the firm and employee morale. But these are my personal opinions. It is therefore important for the boss to boost the morale of the worker. Use a Sample Written Letter of Layoff. A key determinant of risk levels is satisfactory documentation. Lastly, when the incident occurs again, you dismiss the employee. Document this discussion and have the jobholder sign paperwork proving you addressed the matter and that he or she is aware of the outcomes. Give the business rationale for the layoff including the firm's new strategic direction and business pressures. Armed with your evidence and your worker separation later, you should then sit down with the worker and outline the reasons for the layoff. * An employee calls the employer an abusive name, either in front of other employees, or privately, and then continues to do so after you warn the jobholder about it.

If he doesn't improve after 3 warnings, you can legitimately fire him. Gross misconduct occurs when a jobholder intentionally disobeys a superior level staff member's directive. Notice #4: "Medium Risk" Separation Notification - Layoff Because of Business Wants. For example, you can sack a low-risk employee immediately, but it may take months to terminate a high-risk one.