WEB NEWS RELATED CONCEPTS Any intentional theft of firm property is unacceptable. Does this apply to probationary workforce? If the productivity problem or misbehavior is minor, handle the problem informally with the jobholder, possibly over lunch or in a one-to-one meeting. If the behavior remains poor, then it's time for formal progressive discipline that will likely lead to the bad employee's lay off. Finally, you must ask for approval to dismiss. * DO ask about the impact of the work environment to the worker's job satisfaction. Depending on their personality, some personnel will respond better to a supervisor who keeps an "open door" policy and invites comments and dialogue. It becomes the small business's substantiation if the jobholder files a illegal lay off legal action, so treat it with care. *** The small business owner or boss just fires a difficult worker without following the proper procedures.

After reviewing his workers file, you're astonished his previous manager has rated him "above average" on his job reviews over the past 4 years. Instead we are talking about dismissing employees whose work productivity is poor. I recognize that I've received a copy of this termination notification. To do this, draft a jobholder warning notice each time you have a problem with that individual. Keep a dispassionate but concerned tone, and your separation notice sample will be just fine. Layoffs are for the most part a result of economic stresses, a company's change of direction and cost cutting.