You can never be too careful when dimissing a worker and when developing an exit interview policy - the small business depends on it. Your letter should also make clear the jobholder's rights and responsibilities. The rule is the same for everybody, so I should separate your employment effective immediately.". Mostly, this is dismissing the employee. You then talk to corroborators, gather proof and draw conclusions. Remember that difficult employees can cost the company money. What Every Employer Should Know About Unemployment benefits.

o Chapter 11: Process For Laying Off Personnel. The Age Discrimination in Employment Act (ADEA) protects workforce 40 and over from termination because of age and outlaws compulsory retirement. Proper documentation of the worker's problems. To give yourself your own legal recourse, make sure you always use a well thought out, professionally written notice of separation. This makes a solid case for the dismissal, and any legal adviser will have a more difficult time finding a loophole in your sacking procedure. Second, professional conduct reduces the possibility of legal ramifications that may come out of sacking employees. Your expectations are an important part of the warning, and the worker can't change them through his rebuttal. This is the most important reason for using this method. So doesn't it make sense to terminate your high paid employees first?