It should accurately reflect your small company's lay off process. First, you can offer the employee an early retirement package. * Have all of your evidence and corroborators ready. Low risk - It's unlikely your ex-worker will sue you. First, the risk is medium when the worker is probably to sue, but you have good documentation showing a legitimate layoff. Developing a good dismissal package makes sense. Keep in mind that if there is a lawsuit, a court can use your as proof against you and the firm. The jobholder also should sign the form, so it becomes proof the employee knew the reasons behind the firing.

If the meeting has 3 or more people from management, the employee may feel ambushed and could get angry. If the disgruntled individual is conscientious but incapable of doing the job, then your offer of a position with lesser responsibilities may come as a relief to him. If the jobholder sues the firm for unlawful dismissal, the notification becomes a legal document. For example, the jobholder should return his or her keys and identification badge to the front desk. Employers don't want to leave any doubt about why they are sacking a worker. Separating a worker is a difficult task that no one enjoys having to do. I never could get this job right." Include any threats of lawsuit or violence.