Again, this will lower the chance of a legal action when her new manager fires the bad worker. Employees are rarely subject to an immediate sacking for performance issues. If a litigation is filed, this wastes more business resources. Since you recorded everything, it will be hard for them to turn around and say they were fired for no reason. I hope you now see that sacking a difficult individual while not "fun" is the only recourse you have when you want to improve results and esprit de corps. By tolerating gross misconduct, you are sending a message to your personnel that they do not have to respect your authority in the workplace. Likely, your worker or workers manual gives you these standards. It's time to be Sherlock Holmes.

After laying off personnel, right away turn your attention to the emotional desires of the remaining employees. Worried about Dismissing that Insubordinate individual? After a firing, a difficult former jobholder can disclose company information to competitors, file grievances with agencies like OSHA, and return to the workplace threatening violence. If you search the Internet, you'll find a few sample employee dismissal notices. It's a good way for the worker to leave the business with dignity. In many ways, you want to treat this like a termination with a severance agreement and a release of claims. In addition, you should make sure the rationale for termination are for problems not related to the scope of FMLA. This obviously tells the worker that if their performance does not significantly increase within 30 days, they will face separation.