If you follow a proper procedure, you'll not surprise the worker with any of this. Lastly with dismissals, you tell your employees about the firm's poor financial condition several weeks before the layoff. As we've discussed before, you can be in court and lose the case even when you have a documented legitimate reason for the firing. I hope you now see that firing a insubordinate individual while not "fun" is the only recourse you have when you want to increase results and morale. Do You Need A Sample Written Letter of Termination? I know this is a tall order now and then, but fake it when you have to. Finally, hand out a copy of the "Survivor's Communication Package" (again please call it something else like the "New Direction" package). Don't fire a probationary worker for an illegal, unfair, stupid or "no" reason. After the meeting is over, you should take about 15 minutes and document it.

Many times, dealing with problem employees becomes a chore that managers or owners just don't know how to handle. Every time the worker does something that warrants disciplinary action, you should tell them not only what they've done wrong but also what the consequences are for not correcting the behavior. If the small business does not have a legal department, use an independent attorney-at-law. Be professionally neutral when communicating about the termination. In other words, you don't want to decide the rehabilitative action you'll take "in the heat of the moment." By thinking about these situations ahead of time, you can simply refer to your handbook and take the action necessary. After you've had time to think about it, I'd like to get your reaction to this offer. Terminating Workers Guide - What You need to Know.