Being the ex-employee's contact individual, the Human resources professional is in a unique position to "sell" the separation package and the release of claims. Here you give the difficult individual a voluntary choice to leave the business with a big dismissal package. For example, if the jobholder produced poor quality work, the manager should have documented worker counseling sessions or written warnings. If you do not take action against the insubordinate worker, this individual can quickly and easily cause your other personnel to become poor-performing. Behaviors like this only add to the supervisor's right to layoff the employee. Also you risk your reputation with the other workforce and possibly with your management. Here is where sacking jailed workforce becomes sensitive and you should proceed carefully. After writing your worker termination letter, you should then sit down with the employee and discuss the notice and any steps the worker should take to complete the firing. By answering a few questions, you can develop a decisive, short speech to give the jobholder, which will help relieve any turmoil afterwards and give insight into why you are terminating them. Insubordination and dismissing generally go hand-in-hand. When you must lay off an employee, you need a guide to be sure of following all laws and state and federal Labor Department rules. Essentially you can use this important tool to change the course of your small business strategy.

An employee separation notice should identify the problem, list the previous attempts to resolve the problem (noting dates and warnings), and be signed by a company officer or owner. By following your exit interview policy, you can be certain to say the right words when this time comes. If the worker's behavior does not increase, then managers can use this invaluable evidence to clarify the methods taken to warn the employee that they may lose their job if they did not change. This hinders your small company as it places a need for further reformatory action later.