This will help to avoid illegal employee termination claims. The rationale for dismissing a worker may be valid, but handling the circumstance badly can cancel this. o If you were running the company, what would you do differently? o Your employee handbook, application, offer letters or other employee communications say you'll only lay off for cause. So, including the layoff reason prevents an attorney-at-law from taking the case on contingency. Commonly, giving the jobholder fair warning about the consequences of the disobedience will be enough to correct the situation. Once you clearly set the rules and communicate them to personnel, you can use employee write ups to document behavior. o Do you have the worker's file including all your evidence?

They don't have make clear why they terminated their worker. To discipline a jobholder properly, you should follow a program that gives employee chances to fix their behavior. o Replace high cost personnel with low cost workforce (note: be careful on age bias here). SAMPLE Termination Notification TEXT If Conducting An Exit Interview. Often, bad employees realize that you're starting to build a case against them and they know that they will soon be on the chopping block if their performance doesn't improve. Remember, the small business saw potential in this employee at one time and hired the person. No matter how carefully you screen new hires or how efficiently you run the business, you will dismiss someone at one time or another. When its environment changes, the company must change or it won't survive.