After all attempts to get the employee back on track fail, it is time to write the employee reprimand notification. This is why it's so hard to layoff a worker based on "at will" alone. Again you write up all the same items . Worker insubordination is every entrepreneur's and manager's worst nightmare. In summary, we're offering you extra severance benefits in return for your agreement to waive claims about your employment against [The company] and its representatives. But now and then there is no other choice and owners often turn to human resource employees to fulfill this awkward task. Address the effective date of the dismissal and the reasons for it. Low-risk terminations are simple and clean. And, you'll avoid the legal minefield which often occurs with an unceremonious separation.

If reprimands do not get through, you may have to lay off the bad individual. During such a naturally emotional time (for both you and the dismissed employee), it can be easy to forget something but a list will help to keep everyone on track. Even when firing an "at will" worker, the boss must exercise care in wording the grounds for the dismissal. For example, suppose you have recorded proof your ex-worker was sexually deviant. If you dismissed the employee for misconduct, you should back this up with documentation. I don't think I can layoff him for that.