Firing Troublesome Workers without Damaging the Work Environment. If you decide to offer an exit interview, you should include the time, date and meeting place in the dismissal notice. Although dismissing a jobholder is something I don't lose sleep over, I still have the same worries you do. As a boss or supervisor, you may feel that a worker's actions warrant immediate lay off or sacking them before their contract expires.

Like the warning meetings, you must document the layoff method and obviously make clear the grounds for dismissing. For example, you may want to fire a worker because you find out he's a homosexual or because his wife had an abortion. If progressive discipline doesn't have an effect on the worker's behavior, then you should fire this individual. First, if the gossip is about an person employee, it can cause much pain not only for that person, but also for their coworkers. It is best to schedule the termination meeting on a Friday, as this reduces the chances of the worker coming back the next day and causing problems. Is the termination justified given the employee's tenure with company, past productivity history and recent documentation of productivity problems? In this case, you may have given the employee a oral notification to increase within 30 days and she didn't. I can't stress enough the evidence supplied should be solid and clear. Make sure the employment agreement states this clearly. That is, certainly, if the employer has followed all the legalities associated with employee relations. By having copies of the dismissal letters, it will be one less worry when having to fire a worker. Do all lay offs on the same day even if they occur at different locations.