As a manager, you should eventually make it clear to the jobholder that their work should take priority during company hours. Also by addressing the bad behavior directly, you are showing the bad worker that you're in charge and their behavior should change. As part of the increased package, I strongly recommend outplacement services, which can help the separated workforce with job-search skills. First, you should keep it succinct and get straight to the point. Evidence of Steps to Worker termination. (Include date, time, place, witnesses and how behavior has affected the supervisor, organization and business.) At this point, you must draft an employee dismissal letter that explains the reason for the lay off and the rights and responsibilities of the employee and of the company. But, can you dismiss difficult worker for this subtle behavior?

For example, if the jobholder punched you in the face, you want witnesses who saw it happen or who were nearby and saw the bloody aftermath. If you have a loose attendance policy, you should measure the jobholder's productivity and hold him to it. Go over any written warning notices or notifications that management has provided to the employee in the recent past about these issues. If you feel the employee was genuinely hardworking and honest, you should offer to write a notification of recommendation or act as a reference for future employers in the job search. Also by addressing the bad behavior directly, you're showing the difficult employee that you're in charge and their behavior should change. If you can't explain your reasons in a professional, non-emotional way to the jobholder, you should question how legal they are. Writing a termination notification can be difficult. It must be easy to use and it should help the firing supervisor draft the necessary write-up without risking the company legally.