If the drug or alcohol abuse while on-the-job causes the gross misconduct, then the obvious solution would be to sack the worker. Personnel managers or small company owners may find themselves unprepared when they decide they should find out how to lay off workforce that is under contract. For a medium risk lay off, you can dismiss right away, but you have increased legal exposure. If this is the case, you can still work at avoiding a termination by discussing the problem with the worker. Lastly, it is a good idea to have an extra witness for the firm there when you give the worker the notice. It will assist you communicate with the employee and you'll not leave anything out.

Don't give a false reason to soften the blow, such as the "company is down, we just have to let you go," when the real reason is poor job performance with three written warnings as proof. If your department uses them, write a departure notice. For example, you may discover the possibility of wrongful discrimination. Consciously or unconsciously, the jobholder facing termination often resorts to offensive behavior. Eventually you'll resort to a verbal notification, a written warning and a final separation memorandum. A Sample Job termination Memorandum. You must also include all wages earned, as well as all vacation time, sick time, and personal time earned up through the date of dismissal. In the toolkit, you'll find a separation contract template. Here are a few main points about severance benefits for dismissals. As the owner of a small business or as the Human resources Manager, you must realize it is important to have all your employees abide by the same rules - which are the rules established by your business policies and processes.