Document the effects this behavior has on the business. If you find the sacked employee has gotten her legal counselor involved unexpectedly, just make a change. Firing an employee poses a certain number of obstacles. For previous incidents, you informally counseled and coached the problem individual on how to upgrade. He's the person who stirs up the workers against management or he points out places where the business is out of compliance with one rule or another. Have the jobholder sign the memorandum so there is a record that you did meet with the jobholder and presented the information documented in the reprimand notice. A conflict with one of your personnel, for example, can cost you a valuable client because the insubordinate employee is misrepresenting you and your small business.

1) The worker is waiving his ADEA rights. It briefly outlines the problems you are having with the worker and spells out what will take place if the employee fails to correct her or his behavior. And, if the lay off supervisor didn't give them already, you must bring the worker's final paycheck and severance check. Despite what you may think, you cannot use employee termination to rid yourself of a jobholder with an alcohol problem. Although the basics of employee separation may remain the same for years, labor laws do have a tendency to change. Also by addressing the bad behavior directly, you are showing the bad worker that you're in charge and their behavior should change. By doing this, you're not only showing the employee that she is not being separated because of her pregnancy, but you are also providing information to anyone giving her legal advice. In addition the memorandum should clearly explain consequences should the problems continue.