The problem with terminating a worker for not being a team player is the phrase "team player" is a subjective term. You'll look like an idiot, the employee will be angry, her legal defender will have a field day and the jury will give the worker a big wrongful dismissal award. The following is a sample of a separation notification for terrible performance. Grounds for dismissing an employee are as varied as their faces. To offset this potential claim, you should attach the following cover note to your notification of recommendation. You encourage this through your questioning to reduce the jobholder's anger.

Now and then immediate lay off isn't practical. o Have you confirmed the worker's gross misbehavior using a thorough, fair investigation? Since stopping reference interviews for "good" workers is almost impossible, you must give reference interviews for every worker (good and bad) following the guidelines in this chapter. Under the Federal Jobholder Adjustment and Retraining Notice Act, for the most part known as WARN, you should provide advance notice of mass dismissals and plant closings to personnel within 60 days of the layoff. Well, besides officially letting them know you have laid off them, you'll now need to negotiate severance agreements. These notifications should be short and factual. So how long does it take progressive discipline to either rehabilitate or separate the worker? To make an attendance terminating legal, you must apply attendance standards evenly and not just against the insubordinate individual. Stick to the Facts in the dismissal Notice.