You can never be too careful when sacking an employee and when developing an exit interview policy - your business depends on it. o The jobholder will likely sue even when you have plenty of evidence, OR. Tell the employee when he or she must leave the premises. You must never email or fax an employee dismissal notice to anyone. Not all personnel respond to verbal warnings. o Escalating discipline is confidential and should only be between you and the disgruntled individual.

This will then let you use anything you find on the computer as proof in a law suit. When you think the employee can possibly trip you up on a topic, prepare ahead of time for what you'll say. Make sure it tells you what to say in your meetings and explains how to document the employee's behavior appropriately. The only exceptions are if the employee has stopped showing up for work or if the jobholder is in a situation where the employer cannot speak with them in person. Not only is this troubling, but fact that you need to layoff personnel usually indicates that your small company is not performing up to expectations. The next chapter discusses procedures for low and medium-risk terminations meetings. Number 8 - Write The termination Letter And Separation settlement. Most of the time, the termination of employees occurs when the employee has done something to deserve getting terminated. o You gave the employee chances (frequently 2 or 3 chances are enough) and reasonable time to upgrade.