A separation document is a written contract between you and the employee. And, he never has to make clear why you dismissed him. As you may recall from Chapter 4, a high-risk layoff is one where the worker will sue for wrongful layoff (if you sack him) and he'll win in a court trial. By setting up standard methods, you can reduce your chances of having this happen to you. The legal procedure to dismiss a worker has to include the correct processes. Find a way to tell your worker that you must speak with them, whether by speaking to them, sending them an email, or leaving them a note on their desk.

How Progressive Discipline "Traps" A Problem employee. If the employee believes the problem you are having relates to her or his disability, you must address it now. If it all fails, you may have to write a separation notification and file the worker's position. If escalating discipline including oral and written notice can't resolve the problems with a jobholder, it becomes necessary to fire them. After all, it is a business, and if you are losing money owing to a problem that is reasons for terminating. In such cases, the grounds for the termination may include intoxication on-the-job, violence, verbal abuse, sexual harassment, and gross misconduct. For example, you can fire a low-risk employee immediately, but it may take months to separate a high-risk one. Attach any relevant business policy and phone numbers the worker will need to call if there are any questions. And, by allowing the insubordinate worker to get away with his or her behavior, you are setting a precedent that tells your other workers it is OK to behave in a problematic way.