Written Reprimand - Action that is too forgiving will send the

Action that is too forgiving will send the message that you'll tolerate gross misconduct can lead to trouble down the road as other employees push to find your limits. If you must dismiss someone for an illegal reason or a stupid one, then follow the process for high-risk separations. However, you don't have to tell the worker of this right, and the representative can only be a worker, not a lawyer or someone outside the firm. A reprimand notice is generally the first step in any legal and proper worker dismissing program. A insubordinate employee can easily be a safety hazard for your other personnel as well as for him or herself. But, it puts you in the running for a law suit because the worker is angry. If you make an error when terminating a hostile worker, you could be condemning the company to bankruptcy or liquidation. Anything you can do to combine existing job duties and increase efficiency must be considered.

An exit interview is significantly more difficult to conduct than a job interview, or even a performance review, because there is good chance the worker leaving is unhappy with you as their employer. In other words, do whatever you can to change the bad employee's annoying habits or separate the jobholder outright. Let's say you are a supervisor in an Information Technology (IT) firm and have hired a new computer programmer right out of college. Handing over the company property is a physical sign the layoff is a reality. Legal disclaimer: I've written this letter of recommendation only to assist you in your job search. Keep in mind that just because you have a jobholder who falls under one of these groups, this does not mean you cannot fire this employee. But the good news is the loss of productivity is mostly short-lived.