The types of severance agreements you may offer your worker will have a lot to do with the reasons for termination. Otherwise, you'll look like you're "out to get" the difficult worker. o Takes detailed notes of every meeting you have with her, especially of what you said. o The worker has received many "good" performance reviews. Step 7: Decide what to do with the jobholder and write the investigatory report.

Whatever you do, don't change your mind and in the middle of the exit interview and decide to not carry out the firing. With the first method, you redesign your department to meet the new economic conditions facing your small company and department. This notice is the final step in a long list of steps followed when terminating a jobholder. You as a manager have tried every positive method possible to deal with a problem employee. That is why it is a good idea for you to use a sample job termination notification. This means talking with the jobholder accused of misbehavior and carrying out a probe. This knowledge will aid you plan your strategy for getting rid of the problem worker. The Effective But Gentle Dismissal Of A jobholder. Second, as we discussed in Chapters 2 and 3, a laid off employee will often sue you even when sacked for legitimate reasons. When a jobholder is no longer connected to the company, he's more likely to tell the whole truth about what's going on.