To help in a lawsuit, you must impound the jobholder's computer. Please refer to Chapter 3 for 18 company reasons which you can use. This involves coming up with some general guidelines. The dismissals for business reasons are different from those for performance, minor misbehavior or insubordination.

Understand the grounds for termination. Such information will serve to back-up the layoff and prove you based the dismissal on solid reasons and not influenced by any suspect reasoning. You must develop a policy to document worker problems properly. Principle #3: "How" is more important than "why". You can also question the employee about why he or she wants to be insubordinate to your instruction. Make sure you check off the termination reason and there is room for management to give a full account of the incident that led to the firing. While you don't need a termination letter, you'll need a release. When you feel comfortable with the consequences, go ahead and dismiss the problem worker. o Gross misconduct (not following minor expectations from supervisor). The passive bad-behaving will consistently misunderstand directions. You must document the company wants causing you to cut his job.