The answer is "absolutely not." This employee in his or her current state is a liability for the small business. This hinders your small business as it places a need for further disciplinary action later. Although a boss can identify a case for firing an employee, the task of terminating a worker is still difficult. You, as a small business owner, due to your responsibilities and schedules, may be unaware of any negative issues in the workplace. The Second Step When Separating Workforce: Prepare for the firing Meeting. Layoff - Sacking a worker due to a business downturn or strategic reorganization which is not the jobholder's fault. A well done letter speaks volumes about your sense of justice and professionalism. In these situations, it is more efficient to counsel individual workforce about their expected guidelines of behavior, and how they have acted wrongly. Even "at will" workers who understand that they may lose their job at any time may have legal recourse if your reasons for separating an employee are invalid.

If called on to sack an executive level employee, a human resource person should view it as a challenge, but also as an opportunity. Also, it should contain any useful phone numbers and applicable policies applying to this layoff. Every time the jobholder does something that warrants disciplinary action, you should inform them not only what they've done wrong but also what the consequences are for not correcting the behavior. Be clear, you still have a problem as this jobholder is probably a difficult individual to manage, but this is not a case of disobedience. Getting a sample employee separation letter and using it to create your own document is a wise move when you must dismiss a worker. Employment misbehavior is not when a jobholder is unproductive, fails to follow minor standards, or breaks minor rules. Worker misbehavior is every sole proprietor's and manager's worst nightmare.