Here is where your small business policies become important. At the same time, don't drag out the firing of employees either. If you feel you cannot approach an employee calmly, you must leave it in the hands of an Hr boss. Creating a list of exit interview questions that are relevant, useful, and that don't put your small business at risk for inadvertently saying something wrong is a difficult task. Does Your worker Disregard Work Directives: How to Correct Insubordination. Finally, it is a good idea to have an extra witness for the firm there when you give the jobholder the letter. If you have questions about this disciplinary action, please contact the Human resources department. Alternatively, you can separate them over the phone and send the supporting papers through e-mail. 14) Give the jobholder his final paycheck and guideline severance check and say thank you for his contributions to the business. If the worker files a unlawful termination suit, you need another supervisor to verify what you said and did in the meeting.

Any intentional theft of company property is unacceptable. Even if you have a standard written package, using it to layoff specific employees can get complicated. But when the bad individual listed a false employer, then you can dismiss right away. I recommend it be part of every increased dismissal package. If the latter is the case, consider moving that worker elsewhere or separating them if necessary.