Developing Standards for Employee termination. An problem worker is a danger to the company, other workforce and himself. While this may seem harsh, the worker's termination is usually best for you and the small business. After you have stated all the problems you had with the jobholder, it is best to provide some advice or encouragement for future endeavors (even if you wouldn't wish the worker on your worst enemy). Ask if the worker has any questions about the firing, the severance benefits, the separation package or about help finding another job. In one instance, a worker might be disobedient owing to flawed policies and rules. In the rare cases where you can't settle and the employee is going to court, you need to get yourself a good employment legal adviser. Include any progressive discipline steps you have taken or background to your investigation for gross misconduct. (See Chapter 3 for a list of legitimate business wants.)

It shows to your worker that you take their departure seriously and will be objective about the information you collect. I have decided to terminate you from employment at effective right away. In all other cases, you should do the investigation internally. By keeping a notification or template, you can efficiently dismiss the worker who does not show for another shift. The first time you layoff a worker, you may be just as nervous as he was at the job interview. As with any business writing, you should get to the point first.