I have to attend an unemployment hearing tomorrow with one of our clients.  This client has done an impressive job of providing documentation about what the employees performance issues were, dates of absence and disciplinary reports that show progressive discipline and clearly stating that if the expectations were not met, discipline up to and including termination would occur. This client has all their ducks in a row.  I will be anxious to see what the Administrative Law Judge (ALJ) has to say about this one.  
When spelling out expectations for employees be sure to be specific.  For instance, instead of saying "Don't be late for work" say, "Your designated starting time is 8:00 am.  You are expected to be at your workstation and prepared to begin work at that time."  That takes out any chance for ambiguity.

At Management 2000 be provide templates for our clients to use as an HR Management Tool to assure that they are keeping their ducks in a row.