It gives you a great way to remove problem employees without having to confront them about their performance and conduct, which can lead to lawsuits. Do not inform coworkers or subordinates about the firing before it happens. First you must set up clear and effective rules about layoff. Also it is part of the Personnel department's responsibilities to know the laws and rules that apply to dismissals. (I've included a cover note template in the employee Layoff Toolkit at the end of this book. Instead of attendance, the way to fire this lazy worker is through performance tracking. Although this may be mentally exhausting to you as the Personnel supervisor or entrepreneur, you must respect each employee as well as their privacy. (I've included a cover note template in the worker Lay off Toolkit at the end of this book. Keep in mind that if there is a lawsuit, a court can use your as proof against you and the firm.

If you have a legal department, work with them to create the proper lingo and spaces for all the relevant information. It is unsettling for a customer to find the friendly employee he or she always worked with is no longer there. (Include date, time, place, corroborators and how behavior has affected the boss, department and business.) A insubordinate worker can easily be a safety hazard for your other personnel as well as for him or herself. It should have: an explanation of the actions that are making the notice necessary, a description of previous verbal counseling attempts and any memos sent out about the specific behavior. For executives, you for the most part have to make a big payment to get them out the door.