Once again, the supervisor can ask for the jobholder's side of the story. To protect firm performance, you should dismiss problem employees as quickly as possible. Your report of the inquest serves as your papers justifying the layoff. When terminating workers, employer conduct during the dismissal period becomes especially important. You communicated with the worker, explained behaviors that violated policy and outlined actions they needed to take to correct their behavior. Then make clear why you have such confidence in that individual's abilities.

Note the sample employment termination memorandum specifies the reason and the efforts to correct the situation. The fired worker's boss is the best one to break the news. You do the firing based on performance and Sue's is the worst in the organization. You redesign his job to meet his "wants." For example, when the employee is always late to work, you give him flextime or telecommuting privileges. Should you find this to be unreasonable, you may file an employee grievance. Whatever the reason for her poor behavior, your gut reaction will likely be to clean house and fire the insubordinate employee immediately. o Put the worker into progressive discipline for lackluster productivity and misbehavior issues. You can use these insights to upgrade the small business actions and profitability. There have been instances where employees are hired under false Social Security numbers.