o The jobholder is about to get an expected financial benefit (for example vesting of stock options). To make sure the training occurs, you must hold the coworker accountable for giving the training and the insubordinate individual's resulting performance. Your only choice is to act on his maliciousness by sacking him right away, because you can't have a worker undermining your authority. So, obviously this isn't a low-risk termination, and we can skip Part B of Test 1. Certainly, the separated employee will claim your "real" reason for firing her was an unlawful one. This article explains what a good layoff notification should include. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-worker, theft, threats of violence to boss or other co-workers, or misrepresentation of themselves. Your last step is to inform the accusers of the outcome. You'll eventually reach a place of compromise both of you will agree on, and neither of you'll be happy. You show him and a jury you're a compassionate supervisor. When you want to be helpful and generous, you must give the worker this tip. They also must explain their rationale for needing it.

The first paragraph should outline that it serves as a written notice, the rationale for the written notice, and the cause of the employee receiving the written notice. Once you have set up the rules, you can then begin the second item, recording the worker's problems. You can object to what the worker presents, and he can object to your documentation.