o The adequacy of your documentation about the worker's terrible performance and misconduct or the business reasons requiring the job elimination. Your only choice is to separate this worker. Since the employee's legal defender can use it in legal proceedings, do not include any unnecessary information. o The worker knew the performance standard, performance expectation or rule of conduct. You, the boss, are paying for it through a tax levied against your payroll. This is all the evidence you need to dismiss immediately.

To deal with gross misconduct in workplace environments, you must recognize it when it occurs. This is one really good reason to lay off a difficult worker without delay. o Reporting wrongful aliens in the business to the Immigration and Naturalization Service (INS). o Have you confirmed the jobholder's insubordination using a thorough, fair probe? Most supervisors and managers can't sack a subordinate without first getting the approval of management and Hr. Therefore, if the jobholder can find any way to sue you for wrongful separation, he'll do it just to even the score. Potentially Dangerous Workforce. Since the jobholder did not do anything to bring about their dismissal, the idea is to not blame the jobholder. You are receiving this notification to notify you that your employment with (company name) has been separated effective (include date here).