The short answer is "none." You don't want (Office Gossip)

The short answer is "none." You don't want to have any evidence on the illegal reason or stupid reason. Take your time to say your goodbyes if you want. Your only choice is to act on his maliciousness by terminating him immediately, because you cannot have a worker undermining your authority. Therefore, you don't need worry too much about a defamation suit when you tell the truth about the employee's productivity. When it becomes necessary to fire someone, another question you should ask is, "How will this affect the remaining workers? You'll learn more about this in Chapter 6: Build Your Case - Escalating Discipline. Your legal counselor will aid you understand the legal implications of the severance plan that you have in place. Generally firing a jobholder is highly stressful for everyone involved, including the lay off supervisor. You may need to present this evidence and proof of signed reformatory warnings in a post-separation hearing or in court proceedings if the worker takes further action. Often when competitive pressures force us to sack personnel, we're looking for cost cuts. o His flippant outlook during the transition period will affect the esprit de corps and productivity of other personnel. So when the manager fires a bad individual, the firm has complete papers of the jobholder's behavioral history.

They think if they do not sign the paperwork, your documentation for terminating is invalid. Sample Employee separation Memorandum: For Worker Theft or Misuse of Business Property. The supervisor sacked her for misbehavior and job desertion after a 3-day investigatory suspension.