You must use guideline escalating discipline and termination (Employee Termination Letter)

You must use guideline escalating discipline and termination processes. You must suspend or immediately fire this person. o Compare productivity to a standard. The probationary period gives a boss leeway in separating a jobholder soon after hiring if he or she can't perform the job. They try to gain power against you forcing you to back off by telling lies about you, turning other personnel against you, or by destroying your reputation. Tip 1 for Dimissing: Worker Expectations Must Be Clear.

You as a sole proprietor and supervisor want to be in total control of the termination. To see many more examples, you should get a copy of 101 Sample Write-Ups for Detailing Worker Performance Problems by Paul Falcone. You should also ask for feedback on your papers especially whether it is sufficient to justify a layoff. The psychological reason for this meeting is to give the worker a chance to "have his say." He wants to inform someone from management how unfair you and the business have been. So long as no workplace bias can be proved, the layoff should go smoothly. While not pleasant, keep in mind that separating employees for misconduct is necessary if you wish to build a strong and viable company. When you're satisfied with the risk level and the cost associated with it, follow the remaining method and dismiss the worker. This worker may be a problem that your predecessor didn't have the guts to do anything about. Otherwise, the jobholder or his legal defender will accuse you of bias.