o Has the firm consistently terminated similarly placed employees for these reasons in the past? So doesn't it make sense to separate your high paid workers first? This can be letters or reprimand, quality assurance reports, or statements from supervisors. Normally, you use escalating discipline with the jobholder who has productivity problems or repeated minor misconduct. There are many myths that could be discussed about handling bad employees but in truth they all boil down to the idea that firing a difficult employee means an automatic settlement in a court of law. Since the employee has done something to warrant their dismissal, there is not much need to make the jobholder feel better about their circumstances. She had not kept records of productivity, and therefore ran a high risk of a unlawful layoff law suit. Occasionally, this leads to an employee filing a suit against the company.

The firing letter is a substantial document not only for the firing meeting but also for legal purposes if the employee files a improper termination suit. Once one worker gets away with problem behavior, this gives other workers ammunition for that same behavior. Only terminate a probationary worker for a clearly documented, legitimate and fair reason. o Reporting improper aliens in your small company to the Immigration and Naturalization Service (INS). They may claim their inability to complete their project is owing to a personal problem. The jobholder should have the following information available. Why prolong the agony of the company and the employee by conducting an exit interview? Unemployment benefits gives employees a transitional source of income when they lose their jobs.