Obviously, the worker should sign the jobholder lay off agreement. If you terminate an employee for this particular misconduct you had better have documentation. If you have further [bad behavior] or violate other conduct guidelines, you'll be subject to further discipline and, possibly, separation of employment. For example, the manager should not claim "downsizing" when he or she plans right away to hire another employee to perform the same job. First, your other employees may believe you're discriminating against them when you come down on them and do not come down on the difficult individual. It is easier to keep track of your personnel in a small company. For some dismissals, you have the legal right to separate right away. In other words, have I ever counseled the worker, given a warning notification, provided enough training?

In particular, we don't always have documentation, we don't always fire for a legal reason and fired employees will often sue us for bogus reasons. In that event, you need to be ready to follow good processes for lay off. Any termination notification should obviously state the exact reason for layoff. This will justify your actions and create an undisputable basis, as well as provide the jobholder with a way to get his act together for future jobs. Employee disobedience is every owner's and boss's worst nightmare. If you were the ex-worker's supervisor, you'll probably be your own "star witness." Since you have had the most dealings with the jobholder, you're the best individual to testify about his behavior. First, if you're firing the jobholder for an improper reason (for example, because she's a Muslim) or owing to a stupid reason (for example, she started dating someone you don't like), then PLEASE DON'T put your reason down on paper. Terminating workers is one of the least desirable aspects of being a small company owner or Hr Boss.