For gross misconduct rules, these are universal guidelines based on human decency. Keep in mind the entire separation memorandum must remain objective. Sacking an employee is a big headache on the account of the potential legal problems and workplace disruption it can cause.

You must have detailed proof before you ever consider worker termination. Deciding When to Tell Employees About the lay off. It is important that you understand what your rights are as an employer and what the best way is to go about terminating a worker. But the sad truth is that not knowing how to lay off personnel appropriately can hurt your career. Everything said should follow the lay off letter. And since most courts believe you should give time for the worker to learn her job, you shouldn't terminate a new worker unless she has been with you for a year. If the employee fails to increase after a series of warnings, then it is time for you to dismiss her or him. If you again sexually harass a coworker, customer or supplier of our business, we'll terminate you summarily.". And finally there is the worker who is criminal. Here the manager may separate the jobholder with cause. I recommend it be part of every increased severance package. As a manager or proprietor, you must never layoff a worker based on verbal feedback.