Using an employee termination checklist can help ensure you follow all the correct methods. This will make the lay off much less painful, since you're showing a personal vote of confidence in the employee (and showing the termination is due to financial issues rather than productivity). You must have a checklist listing any business property or assets the employee should return. This is a practice that protects you as a business owner and supervisor. Often, the sick and disabled worker can't return to work within 12 weeks on the account of her condition. They should know how to layoff an employee while limiting their liability if the case goes to court. o The employee is about to get an expected financial benefit (for example vesting of stock options). This tells all workers you're serious about your work and will not tolerate bad behavior.

Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you must take time to read about proper dismissal procedures. The insubordinate employee will cross the line at some time or another on your published standards and then you can discipline and dismiss her. Your Human resources department may have a method for tracking FMLA leave which you and the worker should use. Plus, you'll protect yourself and the business against any lawsuits the fired worker may bring on you. Your separation letter sample can make a general statement and leave room for you to include specific details later. At times we have a worker who gets the job done but is hard to work with. Offer alternate ways of acting so your employee may learn how you'd prefer he or she handle similar situation going forward. o Continuation of salary whether or not the jobholder finds a job (time limited).