If the company can afford it, you must offer a package to each employee which is better than your standard package. It allows companies to track a worker's problems and if you should lay off the worker, a warning form can serve as a legal document. Don't Allow Embezzlement To Eat Into Your small company. In addition the notification should obviously explain consequences should the problems continue. One of the biggest mistakes an Human resources boss or small company owner can make is to listen to rumors or telltale.

At this point, it is already in the jobholder's mind that you are going to dismiss them, so they try to drain the small company as much as possible before you do. If you feel the dismissed employee is going out of bounds, you must inform her so. Employee Exit Form Interview for Small Businesses. Also, if you retaliate against Mary, Jim or Dave Ferguson for telling me about your comments, I'll fire you summarily. And, even if your statements are later proven false, the worker should show you willfully told a lie about him. As you would expect, the workforce you're laying off will be "on edge." You'll scare some of them. In chapter 6, I used a case study to show how progressive discipline works. It briefly outlines the problems you're having with the worker and spells out what will take place if the worker fails to correct his or her behavior. Be direct and honest with the employee in this meeting. In these cases, don't use progressive discipline because it invariably leads to dismissal.