When both supervisor and parting employee sign the employee termination form during the exit interview, with grounds for separation soundly detailed, the supervisor is far better protected from later wrongful claims than he or she would be without such papers. o How could your boss increase? Now and then you must play hardball with a few insubordinate employees to upgrade the work environment for everyone. Once you have outlined the problems with the worker's work and the reason for your letter, you can then detail any problems with the employee's work. Regardless of whether you sign this agreement or not, we'll provide you with the following severance benefits on layoff. This includes several rounds of meetings with the jobholder. Remember there are always several sides to a story, so do not just consider the eyewitness story, but hear out the employee under lay off before continuing the termination process. Plus, you will protect yourself and your small company against any lawsuits the laid off employee may bring on you. Since the worker will likely only bring himself as a witness, you'll have a two-to-one advantage. Your reports of these disqualifiers should stop the jobholder's charges to your account. This will allow you to get back to running your small business. Who Conducts The Insubordination Examination?

o The higher the layoff risk, the higher the cost (time, money and emotion) for you and the small business. The jobholder has not been doing a good job, the manager has all the substantiation of this and the worker has fair warning that it will happen. While you don't need a termination notice, you'll need a release. Now that you have prepared all of the evidence for the layoff meeting, it is time to call the employee in and notify him or her of the layoff.