You have to deal with the problem employee quickly and decisively. The unemployment commission favors the worker and only under the most extreme conditions will the worker not qualify. You can then use this documentation to cover yourself from potential legal ramifications if that employee claims discrimination. The best way to document bad performance and minor misconduct is through progressive discipline. Reasons to sack a Disgruntled employee. With all these differences in laws, let me give you a safe program which will work for any state. When the worker's conduct would damage performance or lead to general mutiny, it must be dealt with as insubordination.

Then if the worker continues to refuse to sign, the employer should write on the form the jobholder refused to sign the warning with the date of the refusal. Otherwise, you're sending the wrong signal. This is all the evidence you must fire immediately. Step 3: Build a case against the jobholder. When you separate someone from a "protected group," have records showing you didn't treat this employee differently than those from non-protected groups (that's white males under 40). Much like an employee rehabilitative form, or any employment related written document, you should keep a separation notice on file. You must have this package ready for the worker during the firing meeting. This can be notices or reprimand, quality assurance reports, or statements from supervisors.