And if you're a manager and not a business owner, make sure you have your boss on board during the whole program. A less severe form is a "layoff", which means the lay off is due to corporate restructuring or external company forces. Despite your position on these issues, you must always remain consistent. You must remember embezzlement is a serious offense and dismissing that person is frequently the only move you can make. If it goes to court, be aware that judges and juries are notorious for favoring the worker. Lastly with dismissals, you tell your workforce about the firm's poor financial condition several weeks before the lay off. If your termination form is long, management will probably place it in a pile to read later, or maybe never. No matter how hard a entrepreneur tries to screen new hires, dealing with difficult employees will always be an issue.

The owner of the company or the jobholder's manager should sign it as well. And, what can you do to prevent the worker from retaliating against your and your business? If you can't get rid of the difficult employee and he won't change, then you, as the manager, should change. In this way, a sole proprietor or manager eliminates liability on their part and can hold the employee solely responsibility for any future missteps. Frankly, you'll likely not conduct an exit interview, especially when you're a manager of a small or medium-sized business. In this case, an exit interview policy will make it far easier for you to let go an employee that just isn't working out for you and the business. Disciplining Disobedience of Employees.