Step 2: Decide The Severance package You'll Offer. Without strong standards for employee termination, you'll find it difficult to sack the disgruntled individual quickly enough. Normally the top producing salesman and of a bright and pleasant attitude, Bill suddenly became dour and disagreeable. Once you have adequately prepared for the lay off meeting, you must schedule the meeting. Therefore, it is important that you always keep your sacking workforce manual up-to-date. Of course, if the bad employee is destroying the organization's productivity and esprit de corps, then your only choice may be immediate separation. You'll need to assure employees that business will continue to run as usual after dimissing this person. Once you have decided to layoff a worker, you must start putting together a list of exit interview questions that you'll use during the exit interview. o The supervisor's managerial style and behavior causes the employee to be a problem. Most supervisors and managers can't dismiss a subordinate without first getting the approval of management and Human resources. To help in a law suit, you must impound the employee's computer.

You then document the incident and issue a warning. Since the risk of a legal action is higher with a FMLA employee, you must consult your hr department and your small business attorney. When you realize that terminating someone will upgrade esprit de corps and the company performance, you can sleep at night. You did an investigation for gross misbehavior (sexual harassment) according to the procedures in Chapter 7. Specify the worker appeal processes.