There are two ways to fire for absenteeism and tardiness. When you have one worker causing you daily frustration and driving down the results of your organization and company, for whatever reason, you should continue with lay off. While you can't resolve their problem, you might suggest the employee finds a way to work around so company can continue. Certainly with a voluntary layoff, the firm may not meet its layoff quotas. o Reemployment rights (That is, you will consider laid off worker before other applicants for openings.) Your separating workers manual should include templates that you can change to suit the wants of your specific business. This makes a solid case for the termination, and any attorney will have a more difficult time finding a loophole in your terminating process. This can be as simple as including the jobholder's written and verbal warnings. Nothing is more frustrating to you as an employer than employment disobedience.

The first paragraph should outline that it serves as a written notification, the grounds for the written warning, and the cause of the employee receiving the written notice. To qualify for these extra severance benefits, you agree to release unconditionally [Your business] and its representatives from liability for ANY claim arising from your employment including this layoff. This memorandum serves as written warning of separation for [name]. The employee's unlawful separation suit will allege you terminated him for an illegal reason. Possibly, their arrival time is interfering with dropping their children off at the baby-sitter or with a spouse coming home from work to take the kids. Therefore this example is a high risk dismissal and you must do a negotiated termination with him.