Read the folder before scheduling a termination interview or "exit session" with the worker to be fired. Remember to state specifically the terms of the nondisclosure or private ownership conditions, in case the firm should file a suit against the jobholder because they break the agreement. Once you give the date of the firing, provide your rationale for it. This would mean the best personnel would get the best positions as they should in a free society. The jobholder Termination Program. The First Step For Worker termination: Build Your Case with Progressive Discipline. You could ask Hr to do the investigation for you, but I recommend against it unless, undoubtedly, you're an Hr professional. Other workers, however, may merit such consideration, and a short letter of recommendation may take the edge off the unpleasant circumstance. You can never be too careful when firing a jobholder and when developing an exit interview policy - the small company depends on it. Whatever your reasons for giving a separation notice, it is important to use a guideline format. o Allow the jobholder to keep or buy his tools. Often problem employees will respond better to a supervisor who keeps an "open door" policy and invites comments and dialogue.

Therefore if an ex-employee is a cheat, delusional or bitter, she may decide to sue you for illegal dismissal. Your Personnel department may have a procedure for tracking FMLA leave which you and the employee should use. This assumes you have solid substantiation showing the reason you're terminating her (and the reason cannot be she is pregnant.)