This note should say based on some recent incident and a careful review of the problem individual's application materials, you suspect the jobholder's application is fraudulent. Your report of the probe serves as your papers justifying the layoff. Not only will this corporate culture corrupt you personally, but companies like this often fail.

They fear the employees will purposely slow down production or will find other employment before the layoff takes place. o Your employee handbook, application, offer notifications or other employee communications say you will only dismiss for cause. When you use these tips and proper layoff processes, you can fire your wayward executive and stop cold any possible law suit. The first step in to correct misbehavior is clear, concise communication to the jobholder. When the rubber hits the road and all else fails, you may have to fire this individual. o Rudeness to coworkers, clients and suppliers. This way of handling bad-behaving personnel will help preserve a more orderly workplace making it better for all of your employees. o Did the supervisor appropriately apply escalating discipline and adequately investigate for insubordination? To make an attendance dismissing legal, you should apply attendance guidelines evenly and not just against the bad employee. For the most part, you won't get any questions because the lay off has stunned the jobholder. When you develop strong guidelines for employment termination, it makes this method much easier. Thus, the small business owner, laid off employee and coworkers all feel a lot of pain.