Besides disruptive behavior, employee misconduct occurs when an employee is abusive or refuses to follow directions. Also, if the employee is the type to sue, rate her as a "medium risk" separation and give her a package in return for a release. And by preparing with documentation and witnesses, you have an excellent chance of winning. During this time, you've warned her 4 times in writing for poor performance and encouraged her to take several training classes which she never showed up for. Most importantly, your employee lay off agreement should specify the employee can't hold your business liable for any debt or to bring a law suit against your business. If approved, the worker will get his first check which covers the time since filing. Firing a worker for alcohol abuse is tough, but not impossible. If you want to revoke the agreement, I should receive a written warning within this time. As you complete the form, you must think through the worker's behaviors, how it violates firm policy and what the employee should do to change. It may not be the contrite outlook you would wish; the worker may respond in anger.

If you have completed the first two steps in the layoff method and the at will worker still is not working up to your directives, it is time to begin termination proceedings. If handled badly, you'll have performance and group spirit problems for months. This might include whether the terminated employee will receive any benefits. However if a worker does make this refusal, it should be in a respectful and clear manner to the superior. A sample notification of misbehavior helps set up a formal, unemotional tone when dealing with problem employees.