Before you reach the point when termination is necessary, you must document all problems you have had with the jobholder. Finally, sit down with the jobholder and discuss the lay off notification. Probably you're not off the hook if your company has less than 20 workers. For the same reasons, don't let Personnel advertise for the position until the jobholder is off the property.

Lastly, give some thought to the remaining workers and how your terminating a salaried monthly worker will affect them psychologically. It should make clear your previous attempts to correct the employee with dates, a statement communicating the worker is dismissed effective on a date, and any final pay and severance packages. If the worker has received good past job appraisals, you must take more time with the termination. And, when word gets around back at the worksite you're fighting "poor ole' Joe" about his unemployment claim, you'll lose the remaining employees' goodwill and some performance. If you do, call the police before the meeting. In today's society, you must follow a proven lay off program to avoid lawsuits. An exit interview form should contain several questions that allow you to gain a better understanding of why the worker is leaving. And gossip in the workplace can do much harm to your personnel' morale, their performance and even the company's reputation. The employee reprimand letter is part of this documentation. (If theft is the case, continue here, as follows.) Because theft from the company is a severe offense, we also must take immediate action by contacting the local police organization (or fraud organization if this is the case). Do You Need A worker dismissal Form?