A reprimand memorandum is generally the first step in any legal and proper employee firing program. A dismissal must not be harsh, unjust or unreasonable to be a fair termination. Be aware that a jobholder can use either these general or state specific exceptions to file a law suit. For a high-risk termination, you don't use a separation notification, so the separation settlement is the only documentation you should prepare. An angry employee leads to a costly law suit. For example, if the worker punched you in the face, you want corroborators who saw it happen or who were nearby and saw the bloody aftermath. Do not Allow Embezzlement to Eat Into Your small company. If the lack of attendance or tardiness continues, you may run out of warnings or disciplinary actions cited in the employee guidebook.

Although much of this book has described how to separate a single worker, this chapter discusses mass layoffs of workers. A worker-employer stalemate of this kind can only make it worse and the boss must address the immediately. * Will separating this employee affect productivity adversely? Have a representative review the notice and make sure you're following proper company processes. As with all warnings, you meet with the employee, make clear the warning, give him a copy and place a copy in his employees file. Information Needed When Terminating a Pregnant Worker. If nothing else, it will keep the small company out of the headlines and where it should be headed, towards success.