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You redesign his job to meet his "wants." For example, when the jobholder is always late to work, you give him flextime or telecommuting privileges. Whatever your standards, you hold ALL your workers to them using progressive discipline. The jobholder layoff notice should succinctly identify the problems with the current employee, if the action has resulted from gross misconduct. Separation - Any ending of a worker's relationship with the company including firing, layoff, RIF, resignation and retirement. To prevent this from happening, you must systematically decide who to separate and then effectively communicate this to all personnel. o Replace high cost personnel with low cost workforce (note: be careful on age discrimination here). Myth Four: I've been told that one of my workforce has appeared on a pornographic site on the internet. Or, if the manager sacked him for gross misbehavior, then you should give the problem worker a final written notice, and fire him the next time he crosses the line . o The employee will likely sue even when you have plenty of documentation, OR. Many lower courts have given new protections to employees making "at will" almost meaningless. With the policies, your worker manual should include specific remedial actions resulting from each problem. When you must layoff or RIF (reduction in force) several workers at one time, the procedures are different from those of a single firing.

Such employees leave the employer or business owner only two choices-rehabilitate or extricate. You're only safe if the employee resigns to take another job or to go back to school. Most managers do not like writing notifications of reprimand.