If the "bad apple" continues the bad behavior, you must give a final written notice. Consider escalating discipline. All employers should have the Human resources department draft a notice of layoff sample for future use. If the jobholder continues to be bad-behaving, however, you'll have no choice but to carry through with rehabilitative actions. As a sole proprietor or personnel workforce, you must find your threshold then decide a course of action for what some believe to be the "hardest" part of the job - dismissing the unwanted worker. Don't give a false reason to soften the blow, such as the "firm is down, we just have to let you go," when the real reason is poor job performance with three written warnings as evidence. Almost every "at-will" state has exceptions an employer must consider. After the meeting has ended, remember to document a description of the meeting including the information provided to the worker and what he or she said. Escalating discipline is not necessary for insubordination, such as sexual harassment, theft, fighting, or cursing out a boss. Disobedience leads to low esprit de corps in the department and reduces production, quality, and profit.

First, you must ask yourself if correcting this problem behavior is worth losing the hardworking worker over. What is a worker firing agreement? And, you should never express in your separation letter that you feel bad for firing her or him — although I know that it seems kind. Further, the unsafe actions of the worker can also lead to other personnel being injured. Legal counselors call this various names including a waiver, a release of claims or a release of liability.