In fact, he probably has been building a (Terminating Employees)

In fact, he probably has been building a case against the company in preparation of a unlawful separation suit. Conducting extensive worker investigations before dismissal is so important because a court can use all of your documentation, or lack thereof, if your employee decides to file a improper separation suit. If reprimands don't get through, you may have to sack the difficult employee. Legal defenders and Hr professionals often call this a negotiated layoff.

For example, obviously make clear the rationale for lay off; whether it is a sacking for cause, a lay off, or restructuring. Also you should have documented proof to support those reasons. Because the employee may try to come back with legalities or claims of unfair separation, you should collect enough proof on your lay off case. A special note about workforce' compensation: You can't fire an employee because she has taken advantage of personnel' compensation. Even when firing an "at will" worker, the boss must exercise care in wording the rationale for the lay off. A Separation Memorandum Sample Should Include Several Basic Details: An employer should be wary of doling out light punishment for an employee reprimand simply because they like the employee who acted out of line. Because gross misconduct isn't always as it seems, I recommend you place the problem employee on a 3-day investigatory leave to gather the facts. If the jobholder refuses to sign, then you must get a witness to sign. Usually, this takes the form of personnel who are comedians and spend more time being funny than doing work. It's a tricky aspect, for many reasons and many owners are completely unprepared to deal with this problem.