The Careful Method of Terminating an employee. Much like an employee rehabilitative form, or any employment related written document, you should keep a separation notice on file. o Remove the employee from phone and e-mail lists. o Is it unlikely the jobholder will take law suit against you and your business?

o Replace high cost employees with low cost workforce (note: be careful on age discrimination here). They fear the personnel will purposely slow down production or will find other employment before the lay off takes place. When you want to learn more, I devote Chapter 12 to showing you how conduct an exit interview. When using an employee discipline form you not only inform the difficult worker that their behavior is unacceptable, but you also have written documentation of the issues. Or, your ex-worker is bitter and hostile and needs to seek revenge on you and the small company. This training can come from you, from the insubordinate employee's coworkers, the business's training programs or from an outside trainer. They'll claim you and the business are giving references inconsistently because you want to hurt them for an illegal reason. Others will show surprise, hurt, calm, anger, sadness, happiness and relief. Writing formal warning letters on worker productivity. The lay off of personnel is an unpleasant task for any supervisor. Mostly, you don't have enough information to decide if gross misbehavior occurred.