If the dismissal is for "cause," you should take great care must to keep from making a bad circumstance worse. Go over any written warning notices or notifications that management has provided to the employee in the recent past about these issues. As an employer, you'll find a notice of lay off helpful. In case you have an "emergency" separation, you can follow this shortcut: In either case, insubordination can lead to further problems with that employee as well as with your other personnel. Once the meeting starts you should outline the current problem, and then allow the worker to respond.

Because this often happens once a jobholder is aware of problems between the supervisor and themselves, you must carefully document all discussions on the problem. A blank copy of The jobholder Warning Notice Form is on the next page. A critical step in this termination method is writing a lay off memorandum. If you fail to consider legalities and proper procedures, this method can cost your small business dearly. * DO ask your worker why they are leaving the company. And, when the lawyer reviews the notification, he'll see it's a losing case as you have a well-recorded, legitimate reason. Follow-up any commitments you made in the firing meeting including writing a notice of recommendation (if asked for). If you are dealing with a disgruntled employee and need a paper trail in case a lay off is necessary, an employee written notification is a good place to start. Before the worker enters your office, be certain you know the concrete details of the situation (if there was one), of their performance, and of their attendance.