If, after plenty of warnings and discussion with the employee, he does not stop his problem behavior then you have no choice but to terminate employment. It's been a long time since any employer paid attention to an applicant's letter of recommendation. Because gross misbehavior isn't always as it seems, I recommend you place the difficult individual on a 3-day investigatory leave to gather the facts. Last week your employee came to work reeking of alcohol, and you lay off him on the spot. It's a good idea for all employers to have standard termination methods in place. It reflects badly on you and the firm if the notice fails to communicate professionally. If the worker's behavior does not increase, then managers can use this invaluable evidence to clarify the methods taken to warn the employee that they may lose their job if they did not change. Discussion of Unemployment: Since the termination was not the fault of the worker, your personnel will be eligible for unemployment, unless they only worked part-time or less than one year at the business. If the fired worker wishes, she can release her frustrations and "tell off" management. In addition, the form also allows you to describe how you'll deliver the person's last paycheck and any benefits you'll extend to him or her. By fixing the problem the first time, your insubordinate individual's behavior may improve. How the business deals with this depends on its specific problems and its general business environment.

A problem employee can damage your business in many ways. Even if you think the jobholder is ineligible for unemployment, you should inform him how to file anyway. If you need the jobholder to stay, it's better to say, "You can leave if you want, but you may be subject to discipline and termination.".