If he rates highly on both, then you must keep him. Finding out exactly what happened is the first action you as manager need to take in response to employee misbehavior. It says you must give 60 days notice of a layoff when you plan to sack a third or more of the workers at any one location. It allows remaining personnel to think about the lay off message over the weekend. For example, address the notice to the employee, not the employer of the department or the personnel boss. If she dismissed him, could her baker come back and sue her for improper termination? In the jobholder written warning you are essentially outlining any reasons you might, in the future, decide to separate. If the worker is in jail for an extended time, it is going to be a problem for the small business. Do all lay offs on the same day even if they occur at different locations. Again use progressive discipline to create satisfactory papers and prove you gave the sick and disabled employee chances to increase performance. Ask about and listen for mitigating causes or for substantiation proving this was less than insubordination. Like poor performance, don't layoff an employee right away for minor misbehavior.

On the account of business pressures, the Company is dimissing your employment effective ________. In the planning to layoff an employee, there are several things to consider: As long as the outside behavior doesn't affect their work productivity or the productivity of the small company, you cannot fire them without fear of a wrongful layoff suit. Employee termination Checklist For Employers.