And the layoff supervisor is not to express any personal opinions about the worker or make any remarks that could be misread as discriminatory. After writing the dismissal notification, you must draft the separation agreement for medium and high risk separations. The jobholder also should sign the form, so it becomes evidence the worker knew the reasons behind the termination. If you document everything that an employee does wrong using the employee discipline form, it will make firing them much easier. If you're suspicious of employee theft, make sure you have a punishment plan in place before you take action. Frankly, with a high-risk termination, you don't have to inform the "real" wrongful reason to the worker. It's best for your Personnel department to keep the evidence because the dimissing boss may leave the company, and the records may become lost. He needs to know who his accusers are and what they said. They will also back up the firm if the employee tries to come back with legal counsel claiming wrongful dismissal. In it, the employee agrees to not challenge his separation in court, and in return he gets an increased severance package.

After you have tried everything to correct a worker's performance, you must consider terminating this person. Personnel should constantly develop new areas of expertise to keep up with company and technological changes. Finally make sure you include the effective separation date, and any discussions you had about dismissal with the worker. After writing the investigatory report, you'll have some extra "to-dos." These are: Even if your predecessor has documented the problem worker's poor productivity and behavior, I still recommend you wait to sack until you have developed your own independent observations. You must motivate your insubordinate employees so their work performance improves.