o Misbehavior (not following minor directives from supervisor). Unfortunately, automation means enterpreneurs should terminate more personnel. When the termination is to take place, walk up to the employee and ask him or her to please come to your office to discuss a matter. Frequently a member of the Hr department is a good choice. Make sure you can adapt the templates you collect to handle the most common causes for employee termination.

To protect the firm from illegal lay off suits, schedule a witness to be present with the lay off supervisor and the employee. These can include lawsuits claiming you were discriminatory or claiming that you wrongfully fired the worker. Of course business can't come to a screeching halt because one person should be let go. While firing a jobholder is difficult, some workers go out of their way to make it as tough as possible. This is especially important if your proof for terminating involves rumors or eyewitness accounts from other workers. Regardless of when you decide to announce a layoff, you'll need to draw up layoff notifications to provide to each of your workforce. Write the termination letter and separation agreement. Other items you might include are noncompete clauses, dismissal pay and continued benefits. At times they can be the best for the disgruntled individual and the firm. o Is it unlikely the jobholder will take lawsuit against you and your company?