Note: If you have a high-risk termination, follow the meeting program in the next chapter. terminating a high level worker. This proves you are not out to "get" the worker. When you have information that can guide you through the process, pointing out correct ways to reprimand and correct layoff procedures, this will help in protecting your small business. The jobholder will, of course, claim the "real" reason for her separation was because she took personnel' comp, and she'll get a legal defender to sue you. Remember all of this is voluntary and you don't have to terminate if you don't want to. Training all managers and supervisors in the accurate and fair evaluation of staff will ensure that you will avoid the problems coming from unlawful terminations. o If you were in charge, how would you change ABC Business? Make sure you can adapt the templates you collect to handle the most common causes for employee dismissal. The following is a sample of a termination notification for terrible productivity. While not pleasant, keep in mind that separating employees for misconduct is necessary if you wish to build a strong and viable firm.

Whether you're dismissing your insubordinate worker or laying off employees because of downsizing, you must give each worker a formal separation notice. When the small company already has a policy, written or unwritten, you must use it, and not the one outlined here. You may have work rules specific to the company or industry which I didn't cover in my list of legitimate lay off reasons. Your employment with ABC Business will fire effective immediately.