As you know from Chapter 4, you give your standard discontinuance package for a low-risk termination. I have seen some lay offs where the business asks the employer to sack his department and then the firm fires the manager later in the day. Everything said should follow the lay off notification. If a suit is filed, this wastes more business resources. If you don't have a company handbook, you can always post employee rules in the common areas of the office. Is it any wonder worker terminations frighten and worry most supervisors, sole proprietors and Hr managers? For example, you may confront the same problem employee on several occasions and they refuse to change their behavior. Lastly, the most common mistake I hear is something like, "We terminated Joe because he just couldn't get the job done." You now know this isn't a layoff because you are not dimissing Joe because of a company need. A disgruntled employee can damage the small business in many ways.

For example, you'll probably need to draft a severance package for the employee. Everyone needs to understand what behaviors violate firm policy at the outset. In approaching separation, you should use progressive discipline. Although this is an oral notice, you should record the date of the conversation and you must notify the jobholder the conversation is serving as an verbal notice and following late arrivals to work will result in a written notification. Drafting Sample Notification of Lay off for an employee. In addition, he led the outsourcing effort of our call center which saved the firm another $1.3 million.