Remember, don't treat one worker differently than another . o Did the manager properly apply progressive discipline and adequately investigate for gross misconduct? Other rationale for job termination are more distasteful. The states call these the "service letter" laws. You should not give your opinions about why the jobholder failed to follow procedures or to work up to expectations.

Often dismissed employees will file lawsuits because they feel the company treated them unfairly during the termination method. Would you want to be told you were losing your job in front of your coworkers? Normally, you can find a legitimate reason to layoff a disgruntled employee. Or, if the manager laid off him for gross misbehavior, then you should give the problem employee a final written warning, and dismiss him the next time he crosses the line . To keep yourself out of jail, you shouldn't call up everyone in your industry even if your ex-worker has screwed you and your small business over. While building the case against the jobholder, keep Human resources and your supervisor informed of all significant transgressions by the bad worker. Therefore, it's easy to believe each worker is much more important than he really is. Your tone in a oral notification should be "helpful" not "threatening." For example, you must say, "With these corrective actions, I'm sure your productivity will increase." This is better than, "If you don't make these corrections in your behavior, you'll force me to evaluate your 'fit' with the company.". o The fired worker thinks he's better than he is and can't believe he caused his own layoff. When you find you must fire a worker, attention to detail is important. What does a good sample employee separation notification look like?