The worker now knows the problem is serious and you're keeping documentation in his or her file. o Impound the worker's computer. When you separate a worker owing to failure to follow directions, misbehavior forms can serve as your first line of defense in protecting you from a unlawful separation suit.

Remember if you separate suitably, you will not surprise the jobholder. Using this substantiation, management, with the help of a Human resources representative, must decide what to do. When you're satisfied with the risk level and the cost associated with it, follow the remaining program and fire the employee. You, as a supervisor, must know your workers. While you obviously cannot discuss the grounds for the layoff with your other workforce, you must call them together in a meeting and make clear the high level worker will no longer be working for the business. Something as simple as a certificate of appreciation costs the business little, nothing more than the price of stationery and copies. o A coworker could train and coach the worker. This behavior is minor misbehavior, and, therefore you must use progressive discipline to correct the problem. This means recording the bad action and discussing the problem with the employee. Only you, the jobholder and the witnesses should know what's going on. On the day you layoff the worker, you should be well prepared. When I talk with people about terminations, they often confuse several words and phrases that mean "layoff." Let me define each of these -.