Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the at will worker decides to file a lawsuit. Keep in mind that you should make note of a worker's medical records on this occasion. Most importantly, your employee lay off agreement should specify the employee can't hold your business liable for any debt or to bring a law suit against your business. Don't wait for the employee's next scheduled productivity review. Again, the trigger incident is either a single event of misbehavior or a culmination of lackluster productivity. By having one, you make sure your employees and managers are singing from the same songbook. If investigation gives you enough substantiation to fire the employee, you should also document the firing program. 14) Give the worker his final paycheck and guideline severance check and say thank you for his contributions to the business. I want to know if you felt like your boss treated you unfairly and how the company could improve. (Certainly, you must document all this bad behavior when the meeting is over as it'll prove you were correct in firing her.) Don't take it personally and don't react to her taunting. Once you have laid off one worker, you will realize that it isn't as hard as it seems. A jobholder that is apathetic is also a candidate for worker insubordination.

If you manage a business of any size, you shouldn't layoff someone for an unlawful reason whenever possible. It should include all the jobholder's warnings, firm policies that he or she violated, pay information, benefits information and anything else the employee will need to know once dismissed. It is important the worker understands why you are firing him or her.