You may have been told that to "legally" fire you should document the worker's performance problem and bad behavior. or, you just can't stand the sight of the disgruntled worker, then you have 2 alternatives. At times financial issues or downsizing will require you to ax a good employee, or even one that you liked personally. You may need to find out how to fire personnel protected by Federal and State laws. The difficult worker can be outgoing and blatant or passive aggressive. Management should not consider an employee problem if he or she can't perform tasks contained in another employee's job description suitably and safely. You may have been afraid to fire because he could sue for unlawful lay off. While you'll need to change it for each termination, a sample notification will assist you avoid mistakes and set a professional tone for this important legal document. They should decide how they should discipline the jobholder or whether they should separate the worker. They give a guideline format for open communication between employers and their workforce. What to Say When Separating a jobholder in the Final Meeting.

You can go through the process of lay off if it includes turning in a name badge, uniform, or other company materials, but don't stray too far. Unfortunately it is easy for a sacked at will employee to bring a case against you claiming you had no real ground for dismissal. The answer is simply to fire the worker. My advice is to sweeten the pot and improve the urgency for the jobholder.