o Have you thoroughly documented the jobholder's productivity problems and minor misbehavior? Separation of Employees Made Easy. This makes a solid case for the lay off, and any legal adviser will have a more difficult time finding a loophole in your sacking program. These policies should include potential termination issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing business property. They protect the jobholder's rights to do what they want after work hours.

What does a good sample employment termination memorandum look like? You're now open to improper bias claims from the "bad" ex-employees. This one small mistake or omission can mean the difference between a judge finding you guilty of improper separation or successfully ridding the company of an employee. The most important part of this program is to prove that you have tried to correct the worker's poor productivity before separation. o Does the employee have a contract (verbal or written) and is the manager firing only for reasons stated in the contract? On top of this, judges are creating laws from the bench which further limit a small company owner's right to lay off. You may also have valuable information for the sacked employee on where they could find future employment. This is a waste of the business's money and of the problem individual's potential. Third, have guidelines in place so the rationale for termination are legal and fair. The layoff is not a personal attack, but just a way to keep the well oiled machine that is your small company running smooth.