These policies should include potential lay off issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing company property. Of course, getting the ex-worker's signature on the package will stop any expensive litigation regarding his employment. Since gossip in the workplace can cause such problems, you should confront this problem appropriately and try to minimize it as much as possible. When using an employee discipline form you not only tell the difficult individual that their behavior is unacceptable, but you also have a written evidence of the issues. You can never be too careful when separating an employee and when developing an exit interview policy - the small business depends on it. Next, explain any papers of worker counseling sessions, special training provided to resolve the jobholder problems.

With "Layoff Options," your goal is to get the worker out the door, either immediately or soon. o A reference memorandum from you or from the employee's supervisor. To keep legal problems at bay, managers should give "at will" workforce an employee notice of lay off. The notice also gives you a chance make clear why you fired the employee. 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 Giving an employee Warning no Longer Works. You should take immediate action address and correct the behavior. Commonly sacking a jobholder is highly stressful for everyone involved, including the dismissal manager. You have advised your employees of the rules, you have given repeated verbal warnings, and at times problem behavior continues after a written notification.