To be sure, the jobholder will involve a lawyer. o Using company's computer, copier and other assets to run worker's small business. This is one really good reason to dismiss a bad worker without delay. With the policies, your worker manual should include specific remedial actions resulting from each problem. These procedures include documenting any problems that may have taken place with the worker. While terminating a worker is always difficult, it is a necessary part of any supervisor's job.

You should consider this grounds for immediate lay off. You may have work rules specific to your small company or industry which I didn't cover in my list of legitimate termination reasons. Tip 3 for Dimissing: Plan Your employee Termination meeting Ahead of Time. Others in your organization look to you as the company's employee termination expert. o Older Employees Benefit Protection Act. With the sue-happy nation we live in, it is easy for a fired worker to bring a case against you and claim that you had no real ground for separation. Much like an employee rehabilitative form, or any employment related written document, you should keep a separation notice on file. The jobholder has not been doing a good job, the manager has all the substantiation of this and the worker has fair warning that it will happen. When you decide to start your own firm, and you plan to hire personnel, you must sit down and create an exit interview policy before you ever begin the interview program.