So why do you even need papers? When the need for employee dismissal arises, it rarely surprises the supervisor or the employee. Certainly, morale and performance suffers. When we see or hear of gross misbehavior, we may want to dismiss the worker right away. Whether the employer should use progressive discipline such as warnings or letters of reprimand or should fire the employee, depends on how the worker insubordination occurs. You will not have to worry about the employee finding a loophole in the memorandum that he or she can use when filing a suit against you or the small company.

Terrible productivity due to errors in scheduling. You need this when warning and terminating personnel. Your grounds for termination must be separate from the FMLA issue. Management can handle Misbehavior or insubordination by giving a written notification, docking pay, removing vacation time, or simply talking with the jobholder. You, as a supervisor, can't hide from it when it happens and must deal with it consistently, fairly, and quickly. With this number of laws, no wonder managers these days feel frightened, worried and cautious whenever they face problem employees needing layoff. Satisfactory papers for overwhelming misbehavior should show you conducted a fair probe and your lay off decision was reasonable. Your customers and suppliers will want to know if you're a going concern and how the lay off affects their partnerships with you. This is only further complicated when you don't want to fire a good employee but you should owing to a business reorganization. You get the difficult employee out of the building with little disruption, and you don't have to worry about a half-million dollar suit.