o The worker has a great reputation outside the company and letting her go could hurt your company's standing in the industry. Some forms of misbehavior include intentional breaking of rules, fraud against the firm, working while drunk or drugged, having drugs in ones possession and violating the business's code of conduct. When I asked you later about the conversation, you said you worry for Sarah and wanted to inform others. Tip 2 for Sacking: Document Employee Disciplinary Action and Keep It Consistent. Sample Worker Discipline Letter. The most common rationale for terminating an employee are underperformance, bad conduct and insubordination. To discipline a worker suitably, you should follow a program that gives worker chances to fix their behavior. Clearly, you shouldn't reassign and transfer a problem individual who's a thief or is violent. When bringing a jobholder in the office to discuss problems, management must discuss the problem and further action if the problem continues. When the worker's conduct would damage productivity or lead to general mutiny, it must be dealt with as gross misconduct.

Since an difficult individual thinks he or she makes the rules, you'll discover the employee will also decide when he or she needs to work and will set her or his own work pace. You should spend a little more effort sacking an employee like this. Worried about their job security, these personnel may unconsciously decrease their productivity. When you are writing the lay off letter you need to, at a minimum, cover these topics. Start a formal documentation program and give consistent feedback to the employee.