Physical antics by one employee can endanger the safety of her or his coworkers. This is one of the hardest steps for employers to take in dealing with a disgruntled worker. o Large theft of property (firm's, coworker's, customer's, supplier's). Dimissing an employee is difficult. Step 1-Before you even sit down the employee to begin the verbal separation program, you should prepare an employee dismissal notice notification that officially tells them you have terminated them. Since this is just a sample separation notification, you should change it for the company circumstances. When the jobholder can think of himself or herself as being "sacked" as opposed to being abruptly "fired," the workers negative feelings toward the employer don't linger and the productivity of their remaining coworkers does not suffer. The exception to all this is if she has gross misconduct and then you can lay off her right away. You have a 70% chance of losing any improper dismissal suit. These policies should include potential dismissal issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing firm property. To make a valid case of rightful dismissal, such a series of escalating discipline actions should detail oral warnings that have then progressed to written warnings, followed by suspension and then layoff. o Decision: You should begin a full-blown probe.

This is true for almost everyone you fire or layoff. With your documentation, most attorneys-at-law know their clients' cases are weak. On the positive side, if the demotion is voluntary, then you don't have to worry about legal action.