When you hire a new employee, trustworthiness is a key assessment. You as a boss have tried every positive method possible to deal with a problem individual. What to say when firing a worker carries with it the need to know what to say to the other employees. To discipline an employee appropriately, you must follow a program that gives worker chances to fix their behavior. The key is to recognize it and manage it suitably. You must use standard progressive discipline and dismissal methods. Your job is to get him to admit to your version of events especially those you have documented. Most of the time, the lay off of workers occurs when the employee has done something to deserve getting fired. o His performance will drop dramatically, and this will affect the results of your department and company. My advice is to do this as soon as possible before someone in your chain of command or in Personnel has a change of heart.

o His dismissal memorandum or notice. Name-calling, especially in the presence of other workers, is unacceptable and may result in disciplinary action for gross misconduct. The discontinuance package need not be elaborate to create goodwill, but the absence of such a program will not go unnoticed by either the laid off worker or those with whom he or she makes later contact. Make sure the worker knows that you have made your final decision and the jobholder can't negotiate for their job now. o Papers proving the facts including written discipline warnings, the firing notice and the worker handbook showing the business rules of conduct (if you have one).