If you track attendance, you should write up a warning for each sick day he takes past the company's guideline. Employees that are not engaged in their job are less probably to work to their fullest potential. ANSWER TO PART B: "Yes." You have adequate evidence with your written warnings about her performance problems, and you have given her 4 chances to improve including training. Regardless, your employee separation agreement will include the rights and responsibilities of both the jobholder and the firm. He was on the verge of firing Sally when a new boss trainee came to work in the store. In this case, the reassignment could be a good for you, the employee and the firm. In addition, you should provide a layoff notice to the jobholder in writing as well as a copy sent by certified mail. Employment dismissals vary from one firm to another. By including the reason in the letter, you obviously state it for both you and him. If, after plenty of warnings and discussion with the employee, he does not stop his bad-behaving behavior then you have no choice but to terminate employment. Likely for your first separation, it's a day's worth of work.

Here you should give the worker chances to upgrade before layoff. In addition, they will provide a guideline on what information to include in the lay off letter you supply to your personnel. If you do, expect a wrongful layoff suit with a big jury award. If you want to revoke the agreement, I must receive a written warning within this time.