As a small company owner, it is probably that you will not have a Hr representative or a third-party contractor that will conduct exit interviews. Document the layoff through progressive discipline or inquest of insubordination. Alternatively, you can terminate them over the phone and send the supporting papers through e-mail. An inquest for insubordination often gives you enough papers to terminate a problem employee right away.

And, later in the chapter, you'll learn the strategies for sacking at each risk level. You give out an employee warning in hopes of rehabilitating the underperforming worker. Here's the key to dismissing someone who's taking advantage of FMLA. It's defined as any employment arrangement where there's no contract and either party - that is, the jobholder or employer - can separate the employment any time with proper notice. To do this, you'll need to coin an at will job termination notification that details the reason for dismissal and the effective date of lay off. * Is this particular problem employee able to change? Again, this will lower the chance of a law suit when her new boss fires the difficult worker. His resulting anger can lead to an unnecessary legal action or violence. If this is the case, then you must involve the entire Human resources or Management team in making your own firm based warning form. It should also include whether the at will employee is eligible for rehire and any benefits that he or she may or may not still receive after layoff. Even when dismissing an "at will" worker, the manager must exercise care in wording the reasons for the dismissal. By flexing the professional communication skills, human resource employees can handle this and increase their own stance in the business.