The first step you must take when dimissing personnel is to build your case. If the bad individual is conscientious but incapable of doing the job, then your offer of a position with lesser responsibilities may come as a relief to him. Sacking an employee is a serious step and you should not undertake it lightly. By leaving ample substantiation of work history, a boss or small business owner should not have to worry about any legal cases against them. There are instances where some of those workforce either cannot master the skills or simply refuse to do so. Perhaps one of the most important issues when disciplining your employees is saving their dignity, so when they are a rehabilitated employee, they will still have a sense of pride about working for your company. ANSWER TO PART B: "Yes" You don't have any papers because the women haven't done anything wrong.

If you follow a proper procedure, you'll not surprise the employee with any of this. But if you're a small company owner, this may be a bit more difficult to do. (Include date, time, place, corroborators and how behavior has affected the boss, organization and company.) I've put together a couple of samples of dismissal letters for you to pick from. If you're uncertain about how to go about these activities correctly, look into getting a book that provides you with practical information and examples on job termination notifications and lay off meetings. After doing your research and being current on the laws for your particular company in your state, build your terminating disabled workers policies around these laws. Since you documented everything, it will be hard for them to turn around and say they were sacked for no reason. Personnel managers or small business owners may find themselves unprepared when they decide they should find out how to layoff employees that is under contract. In the next chapter, we cover mass layoffs which are often easier for you than dealing with one bad individual.