3) Tell the worker you're laying her or him off. Lastly, your small business may already have a escalating discipline policy. Therefore, you should document every problem that you have with the employee. Is the termination justified given the jobholder's tenure with company, past productivity history and recent documentation of performance problems? The manager should mail the sample employee discipline notice to a jobholder or hand it to them directly. If nothing else, it will keep your small business out of the headlines and where it should be headed, towards success. Isn't this your bottom line problem anyway?

If for some reason, you're even just a little untruthful, be sure the jobholder's legal counselor will use it to prove illegal bias or motivations. In this article, I give you a 5-step procedure for getting rid of a bad worker when you don't have the authority to terminate. If the boss chooses not to write the memorandum, a Personnel supervisor should do it. Give 2 or 3 chances with formal warnings to increase before terminating. However at times this is not the case and such language affects the firm and quality of customer service. If you do the right thing for the company - firing the problem individual - then you know the worker will find someway to sue you or stir up trouble. Be aware there is a difference between an employee's *failure* to carry out a direct order and a *refusal* to carry out a direct order. Keep a cool head and tell her you understand how she feels, but the lay off decision isn't up for debate. Keeping Firing Employee Techniques Dignified.