And that will have a direct impact on your small company. If your policy states that you will give a jobholder written notification before separating, then the warning should come first. An insubordinate worker can hurt the morale and success of a business. As far as firing personnel and employer conduct goes, this is the safest bet to ensure that both parties will end up happy with the result of a sick or injured worker. As you write the warnings, you need to show her job productivity doesn't meet your directives and doesn't fulfill her job requirements. The jobholder also must sign the form, so it becomes evidence the worker knew the reasons behind the lay off. 2) Read through your report and give a copy to the employee. On the account of this, you must use the lay off notice to fully disclose the grounds for dismissal. Abuse of company property or cheating on time and payroll records are enough cause for job termination, especially if it is not the first case. It's a good idea to have 2 copies of everything, one for you and one for the worker. And then, finally, lay off is the last step in escalating discipline.

5) Focus on the future including immediate impacts of the termination. As a entrepreneur, you have to remain objective as you collect information in the exit interview, and can't get defensive at the statements made by the jobholder. However, I would guess over the coming years as more personnel work off-site, it'll become standard. Make it clear there won't be any second chances for the employee to change his ways.