In many states more and more court rulings uphold the rights of employers to lay off employees for unacceptable behavior outside the workplace. As a supervisor, you must eventually make it clear to the jobholder that their work should take priority during company hours. Document the dismissal through progressive discipline or examination of insubordination. As long as you're acting within the notice of the law, then yes you can hire or layoff for no reason at all within the scope of at will employment. Indispensable employee syndrome is a entrepreneur's (or any boss's) fear that an employee can't be replaced because he uniquely contributes a large share to the company's results. As an employer, you'll find a notice of layoff helpful. I'll go over all of this with you. How to lay off Worker Personnel Under Contract When This is the Only Alternative. For every dismissal, you must know the risk of paying out a big improper separation award.

Lastly, you may use a worker rating system where all employees get regular feedback on their performance. If you have completed the first two steps in the lay off method and the at will employee still is not working up to your directives, it is time to begin separation proceedings. You should present your worker hygiene policy in writing to each of your newly hired workforce. For some people, this is just a function of their personality. Finally, hand out a copy of the "Survivor's Communication Package" (again please call it something else like the "New Direction" package). (This gets the focus off the separated employee and on the work, where it should be.) An employee can claim they were dismissed unlawfully if they can show you breeched an implied contract, are retaliating for whistle-blowing, intend to defame them or are involved in fraud.