If the problem is a workmen's compensation issue or a safety issue, you might have to hire someone to keep an eye on the worker and record her or his unscrupulous actions. An exit interview form should contain questions that will allow you to collect objective information about your company environment. Chapter 10 covers the negotiation meeting for high risk dismissals.

If the worker has received good past work reviews, you must take more time with the termination. In the first paragraph, the notice should obviously state that this worker is being terminated. Don't Allow Misbehavior Problems at Work to Remain Unanswered. For those Human resources offices dealing with several workers, they should create preset standards for certain actions. It makes it more formal and others will take it more seriously. For a medium risk lay off, you can layoff right away, but you have increased legal exposure. You may find yourself giving an employee more than one warning. This sample discipline notification should clearly define the prior issues with the worker and then spell out the disciplinary action taken in the second paragraph. If you're dismissing for an unlawful or stupid reason, is it worth it? Many sole proprietors put off the inevitable by fantasizing the employee will get better with time, or the reprimands and written notices will eventually do their job and the message will get through. sample written notice of termination. (This assumes that they are not part of the theft.)