Because gross misbehavior isn't always as it seems, (Dishonest Employee)

Because gross misbehavior isn't always as it seems, I recommend you place the disgruntled individual on a 3-day investigatory leave to gather the facts. If the employee has received good past work reviews, you must take more time with the lay off. A worker termination form makes sure the record is clear. And since most courts believe you must give time for the jobholder to learn her job, you shouldn't terminate a new employee unless she has been with you for a year. Sometimes, exactly what happened is hard to decide because other workers may be too afraid to speak about it.

Insubordination and terminating go together because one leads to the other. * Have I planned out exactly what I am going to say when I lay off an employee? This papers should show what the employee did, when the employee did it, and what you did to help them. A high risk layoff is where the jobholder is probably to sue and you have inadequate evidence. Remember when discussing the situation with an employee to continue to reiterate why it is important that they do not behave in this way. Here is one sample notice you might use when terminating a worker for poor work quality. 3) Wrongdoing and gross misbehavior by the employee. If the "bad apple" continues the bad behavior, you must give a final written notification. In a society where suing someone is easy, employers are finding themselves paying the price for firing personnel. If the original hiring manager goes ahead and fires the insubordinate employee, it's hard for the worker to claim this manager fired her because he held prejudice against her.