That brings the owner face-to-face with the need to remove those members of the workforce that can't adjust. Clearly, you must protect your business from any legal actions. You should view this sample as a template. o Jobholder Adjustment and Retraining Memorandum Act (WARN). The moral of this story is only document when you're separating (and disciplining) for a legitimate and legal reason.

Once you prove the fraud, you can sack the employee immediately. Commonly, this will solve the problem. This law only applies to a facility with a hundred or more workforce. When you feel comfortable with the consequences, go ahead and sack the insubordinate employee. Writing a Dismissal Notification: A Key to Proper Preparation. Then follow the small company procedures to the end and keep your personal emotions at bay. Then inform them about their final pay and any severance packages the company offers them. o The political fallout from terminating the worker could risk your job and career. The termination should be a private matter, without any disturbances or interruptions. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you should take time to read about proper lay off methods.