And, you must document this by asking the worker to send you a memo agreeing to take the lesser position. Writing a dismissal notification can be difficult. He knows both you and the jobholder are not legal defenders and won't expect you to act like one. In Tool #5 of the employee Separation Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. Armed with your evidence and your worker termination later, you should then sit down with the worker and outline the rationale for the lay off. However, when these fail, realize you may have to fire the jobholder involved. It also can prevent you from turning up on the wrong end of a wrongful lay off law suit. But when the problem worker listed a false employer, then you can fire immediately. If you fail to do this, the jobholder has the right to take litigation against you.

This hinders the company as it places a need for further disciplinary action later. Don't back down from your decision, and use the dismissal letter to guide you through the exit interview process. *Did you give the worker written personnel policies for the small company or firm? In this case, it's important for you to follow the proper procedures in your company. The Basics of Dimissing Employees. A worker written notice is nothing more than a note to the employee to let him or her know that job productivity has been unsatisfactory. Low And Medium Risk Dismissal Checklist (Cont'd.)