If you layoff a worker for this particular misconduct you had better have documentation. Before you write an employee reprimand memorandum, you should guide this programmer through this problem. If you're uncertain about how to go about these activities correctly, look into getting a book that provides you with practical information and examples on employment termination notifications and layoff meetings. A cold termination leaves a bad impression not only on the affected worker, but the business's reputation. In the company, world firing someone is not as easy as it used to be. If human resource workforce and small business owners keep our principles in mind, then we believe the laying off or firing of a certain worker can be good for the company. If you don't know how to use escalating discipline or how to write a proper separation letter, you need a copy of my book, "Employee termination guidebook." You can get it at my website: (When you are not the fired worker's supervisor, be sure you bring the employer as a witness.) As you review these letters, you should notice the medium-risk notices ask for a release of claims while the low-risk letters do not. However, if the worker gets violent, get yourself out of the room and call security or the police. However sometimes you can handle the situation yourself.

Another consideration would be the customers or clients the separated employee may have dealt with. (Undoubtedly, we didn't use those words in the write-up, but this is what any normal manager would naturally think.) Clearly, the worker should sign the worker termination agreement. Also, the management should always set a standard for good ethics through their own professionalism and moral behavior.