Although the severity and urgency vary for each type, the process you use to look into, write and give a warning is similar. This program should include your termination letter which gives plenty of evidence to support a case for separation. Besides financial costs, you won't be able to focus on running the business while the suit is underway and worker esprit de corps may suffer. Do what is right and remove the problem employee from your personnel before you are sorry you didn't. As a side note, there have been cases, tested in court in the United States, where employees refused to carry out a directive on religious grounds and their employers fired them for gross misconduct. Besides enforcing firm policies, you must provide documentation of problem behavior. It's similar to the verbal warning, except the tone is disappointment and more threatening. It is important to remember a court can use the memorandum as legal substantiation in the future, so it is important to draft a copy and have someone else in the personnel department review it. Even a chronically late disgruntled employee can cause safety problems as other personnel try to pick up the slack or to speed up and catch up on production when the worker lastly makes it in. A Human resources professional's overarching role is to ensure the layoff occurs at the lowest possible cost. Standards for Firing a Salaried Monthly Employee. If you don't have a proper reason to sack the worker, you're risking a pregnancy bias suit.

If you do the right thing for the firm - terminating the problem worker - then you know the employee will find someway to sue you or stir up trouble. And, document everything you discussed and, if possible, have him sign it. As a sole proprietor, you often have to deal with multiple problems, including handling difficult employees.