To win your case for a misconduct disqualification, you must prove these facts. This is easy to document, especially if there are witnesses. You'll probably need at least one more meeting after you've checked with your management and he has checked with his attorney.

o You don't have an unlawful bias against the employee. Since law will force you to give the reason anyway, you might as well include it the lay off letter. Sample Worker termination Letter for Poor Work Quality. o It allows time to do a thorough examination, evaluate the evidence and write the investigatory report. You want these standards to list remedial actions, possible situations that could lead to lay off, and the program one should go through to fire an employee. Unfortunately, your continued failure to meet these expectations has now resulted in separating your employment. Remember former workers can begin a smear campaign against you and your small company and this will only add to your current problems. Progressive discipline is the primary method of recording poor performance and minor misconduct. This is similar to the problem we've for firing for "bad attitude.". This "separating only" option sounds harsh, but as a sole proprietor you should manage your profits AND your time. The most difficult part of counseling a disgruntled worker under contract might be that individual's demeanor. Part of these rules should be to meet with the problem worker.