Explain to the jobholder that no further recourse is available to try to resolve the problem. As long as you are acting within the notice of the law, then yes you can hire or sack for no reason at all within the scope of at will employment. For example, you could cite her bad performance as substantiation she probably didn't hold a similar job previously. You should have documented proof before you ever consider employee separation. I should tell you that due to your misconduct in the form of (state here either business theft or misuse of company property), your employment with (firm name) will be separated right away. If your business does not have a legal department, use an independent lawyer. Before you decide to swing the proverbial ax and let a problem employee go, you must have at least a few good reasons. Although it is difficult, this time allows the employee time to recover mentally. Alternatively, buy a book that provides specific samples of an agreement and information about how to alter the samples appropriately to fit your specific needs. because it's the only published source that obviously gives you proper procedures for separating bad employees and laying off during a downsizing.

At this point, you must draft a worker dismissal notification that explains the reason for the layoff and the rights and responsibilities of the worker and of your company. In either case, the risk level is medium, and you must offer the employee extra severance benefits in return for a release. And state the date the jobholder will stop working, and any cash payable to the jobholder as well as any business property the employee must return. If you again sexually harass a coworker, customer or supplier of our business, we'll separate you summarily.". It's true a jobholder should know what the guideline is before termination. *Finally, don't stand around arguing with insubordinate employees.