Or, certainly, you may have sacked the jobholder for bad behavior or poor work performance. I need to let some of my more insubordinate employees go, but I can't terminate them for no cause. But if employees have signed a contract with an employer, you must consider certain legal restrictions when dimissing employees. Downsizing then becomes necessary to refocus the business on just those core firm areas making money. And you risk having your company shut down for good or dealing with the guilt (and perhaps legal effects) of making your customers ill. Frankly, with a high-risk separation, you don't have to tell the "real" improper reason to the employee. If your company does not have a legal organization, use an independent legal defender. Ideally, you should contact a legal counselor to aid you create the agreement. Escalating discipline is not necessary for overwhelming misbehavior, such as sexual harassment, theft, fighting, or cursing out a supervisor.

It is important to remember a court can use the letter as legal evidence in the future, so it is important to draft a copy and have someone else in the human resource department review it. ANSWER TO PART B: "Yes." You have adequate papers with your written warnings about her performance problems, and you have given her 4 chances to increase including training. This current incident (and everything leading up to it) forces us to fire your employment. And, you must terminate the offending worker. If you're a small business owner, a worker leaving the firm can impact the small company dramatically. If the small business is big enough to have an Personnel department, you should have them review the dismissal plan for legal compliance.