By following a formal procedure and making your termination notification worker foolproof, you are protecting the small business and, at the same time, minimizing disruption in the workplace. In this case, you'll want to present the employee's resignation notification as proof. As a supervisor or sole proprietor, you should never dismiss an employee based on verbal feedback. Keeping these steps in mind will make the termination procedure easier for you and the employee. Wish the employee good luck in all future endeavors, and that will be the end of it. *Using business property for personal firm. Considering this individual is a liability not only to you, the business and any other driver on the road, you take immediate action. In Melanie's circumstance, she had enough of the bad performance, but like many small company owners she had no experience separating workforce. Even if you know the termination is necessary, it is difficult to look someone in the eyes and inform him or her that their services are no longer needed. If so, the written notification of termination should include this information. If you don't have a proper reason to layoff the employee, you are risking a pregnancy discrimination suit. And don't document when you're firing for an illegal reason.

If you build up evidence against the worker without doing this, he or she may later claim the problems all resulted from the disability. There is a dire need for the boss to take immediate action. It is therefore important for the supervisor to boost the group spirit of the jobholder.