After a sacking, a disgruntled former worker can disclose company information to competitors, file grievances with agencies like OSHA, and return to the workplace threatening violence. And, he never has to make clear why you separated him. The worker also should sign the form, so it becomes proof the worker knew the reasons behind the lay off. How do you separate him without a big lawsuit? However, when these fail, realize you may have to fire the jobholder involved. State laws vary, but to be on the safe side, you should give the jobholder her or his final check on the day of layoff. For example if a jobholder refuses to operate equipment for which they are not trained to cover for a coworker, this is not misbehavior. In this case, you must negotiate a settlement and a release of claims before you sack. He may give you a knee-jerk answer of "no." In this case, inform the jobholder you want him to consider your package before giving you an answer. The answer is "absolutely not." This worker in his or her current state is a liability for the small business. Documentation Needed For Gross misbehavior.

If the worker theft was major, like embezzlement, the punishment must be more severe. Policies for dealing with bad employees in this area differ from firm to firm. Failure to Perform Quality Work: If a worker has failed to perform their work with acceptable quality, you have probably counseled them before terminating them. Here are the requirements for satisfactory documentation: