Again, this is only a jobholder written warning, and you don't want to make threats about separating if work doesn't improve. Step 2 in How to fire Someone: Keep the jobholder Informed. If you have done your evidence right, the information here should come as no surprise to the worker. An exit interview is significantly more difficult to conduct than a job interview, or even a performance review, because there is good chance the employee leaving is unhappy with you as their employer. If escalating discipline doesn't have an effect on the worker's behavior, then you must dismiss this person. A less severe form is a "layoff", which means the termination is on the account of corporate restructuring or external firm forces. It might sound like a recipe for bad karma, but you should make or find yourself a satisfactory lay off notice sample. This papers should show what the employee did, when the worker did it, and what you did to help them. An employee that is apathetic is also a candidate for employee disobedience.

o He never gave me a chance to improve. After failing to achieve the expected results, you layoff the executive. Unless the termination is reformatory in nature on the account of employee misbehavior, there are successful ways of easing the separation anxiety of everyone involved. It helps foster a sense of goodwill that will help the overall moral of the company. They should know how to lay off an at will worker while limiting their liability if the case goes to court. You should have recorded evidence before you ever consider employee termination. Besides obviously listing these inappropriate behaviors, your worker handbook should state the remedial action that results from this misbehavior.
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