If you're a top level manager, have one of your senior managers or have an employment legal counselor review it. I know this may go against your principles, but it's a reasonable business decision when the troublemaker is costing the company lost time, lower group spirit, lost productivity, regulatory fines and legal hassles. Don't e-mail (or fax her) the dismissal documents until you have told her she's dismissed. It is important the worker understands why you are firing her or him. To borrow from a late President of the United States, the supervisor has nothing to fear but fear itself. Don't wait for the worker's next scheduled productivity review. Although each employer or company should create a letter of layoff sample, keep in mind that each manager must tailor this document on a case-by-case basis. If you decide to dismiss for off-duty conduct, this is a high risk termination.

Frankly, the entrepreneur or boss just screws up. An employee that learns he or she can get away with being bad-behaving will also start to ignore safety rules. A jobholder warning form is an excellent resource that every small business owner and Hr supervisor should consider using. In this way, the jobholder will likely keep their cool and not cause a scene. In some organizations, lateral movement of employees can be a solution to turn a disgruntled individual into a productive, good worker. Gross misbehavior is the one place you can summarily layoff a worker without worry. I recommend you send a hard copy of the termination documents (separation notification, separation contract, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. Even if the circumstances are the same, their interpretations will vary.