For the same reasons, don't let Personnel advertise for the position until the jobholder is off the property. If you don't follow these laws, you'll be liable. And, this will frequently be your triggering event.

*It should include the reason you're writing the notification. Lastly, the next chapter (Chapter 2) gives you the wrongful grounds for terminating personnel. By using a condescending tone with an employee, a human resource individual or small company owner runs the risk of alienating the employee and doing more damage than good. I don't think this is necessary when you clearly state you'll lay off for the next infraction. Be clear, you still have a problem as this worker is probably a difficult individual to manage, but this is not a case of disobedience. An honest response to this question will assist you gauge the esprit de corps of your team, and how your actions are influencing your personnel. If a litigation is filed, this wastes more business resources. Even if you know the lay off is necessary, it is difficult to look someone in the eyes and inform her or him that their services are no longer needed. If you have a Human resources department, make sure you involve them well before the layoff meeting. Here you give the problem employee a voluntary choice to leave the company with a big severance package. If you're dismissing an employee, the contents of your termination notification are important. In either case, you have much more legal exposure than with a low-risk lay off.