In several court cases, juries have signaled that giving "one chance" for gross misconduct is fair and reasonable for long-tenured workforce. Keep this in mind with your next employee termination. Also, don't be too surprised if the worker's legal adviser calls you to negotiate on the behalf of his client. For example, address the letter to the worker, not the boss of the department or the human resources supervisor. As a small business owner, you have to remain objective as you collect information in the exit interview. First, it gets you thinking about potential issues you may face with your workers, which will also help you brainstorm steps you can take to prevent these problems from occurring. As you now know, separating a worker is not as simple as saying "you're laid off." It's a legal procedure and is therefore much more complicated that it appears on the surface. Ideally, while you and the jobholder are in the dismissal meeting, these support groups will. Do not back down from your decision, and use the termination memorandum to guide you through the exit interview procedure. If you're giving cash as part of your standard severance, then include this in another check to keep the accounting straight. Here's the reason you should document your suspicions before checking for the fraud. If you are not careful, this can lead to lawsuits as your other employees claim discrimination against them as you discipline one worker and not the other.

Here your worker has repeatedly failed to upgrade his or her behavior and you have detailed this case thoroughly. Counseling Employees: An Effective Plan of Action. Layoff - Terminating a worker due to a company downturn or strategic reorganization which is not the employee's fault.