o Urging other employees to oppose a management policy or decision. The jobholder calls others names. When you suspect the employee is intentionally falsifying records or lying to his supervisor, you'll want to conduct a thorough examination before terminating him. Many times, senior management doesn't inform payroll about the impending layoff, and the paychecks are not ready. Plus, you will protect yourself and your business against any lawsuits the separated employee may bring on you.

Management should not consider an employee bad-behaving if he or she cannot perform tasks contained in another worker's job description suitably and safely. Then you can dismiss for this breach and probably sue for damages. Whether the employer should use progressive discipline such as warnings or letters of reprimand or should fire the jobholder, depends on how the jobholder disobedience occurs. When you have gathered proper documentation and have decided to layoff a worker, you first need to form a worker termination notification. Once you get a hold of sample employee dismissal notices, you can use them as a template for all the dismissal letters you write. Many states say you must date the final paycheck to the firing date. Obviously, it needs to be clear and to the point. You must take immediate action address and correct the behavior. Of course, in a small "Mom-and-Pop" business keeping the same demographics is almost impossible. That said, it's possible you won't be giving any COBRA paperwork at the firing meeting. o Jobholder Adjustment and Retraining Letter Act (WARN).