Likely to take suit + Satisfactory documentation = Medium risk. Evidence of Steps to Employment termination. A place to start looking for a firm attorney is www.bestlawyers.com. Don't terminate a probationary employee for an improper, unfair, stupid or "no" reason. As with all warnings, you meet with the worker, explain the warning, give him a copy and place a copy in his personnel file. Is it possible to avoid disobedience and sacking?

As an employer, you will find a notice of separation helpful. First, your other workforce may believe you're discriminating against them when you come down on them and do not come down on the problem worker. If negotiations break down and a law suit is likely, let me give you a little trick to limit your damages. An employee separation form can help to ensure you do not leave out any information. I recommend it be part of every increased severance package. The act of taking a jobholder aside and criticizing them can be stressful and now and then backfire. For you, the manager, it means happier and more productive personnel. It helps to know what you must do for severance agreements and what is optional. If you feel the jobholder was genuinely hardworking and honest, you must offer to write a notice of recommendation or act as a reference for future employers in the job search.