o Why you shouldn't fight a claim with one important exception. With the lay off, you should have a well recorded case for cutting the jobholder's job. Rule 4 - Show an understanding of the jobholder's feelings. The administrator then sends you and the employee a letter about his status. You must have a checklist listing any business property or assets the jobholder should return. My guess is you also found several other sites giving you overly simplified procedures for worker separations. This is why I developed my Termination Risk Estimate & Protection System(tm) to show clients how to separate workers with different risk profiles. The memorandum is a template so you'll need to adapt it on a case-by-case basis. Your employment with [Your small company] will terminate effective ________________. o Did the boss appropriately apply progressive discipline and adequately investigate for gross misconduct?

They should know how to separate an employee while limiting their liability if the case goes to court. The jobholder is making you look bad to your boss, your customers and others. When I asked you why you said this, you told me, "I was just messing with Jeannie." When I spoke to Jeannie, she was nearly in tears and she only finished half of her assigned work yesterday. Once you have the substantiation you must take action, don't hesitate. Wrongdoing, but long tenure - You give the employee a final written warning (see Chapter 6 for long-tenure, single-offense workforce).