As long as you're acting within the notification of the law, then yes you can hire or dismiss for no reason at all within the scope of at will employment. Don't delegate the phone calls or meetings to a low-level employee or the employee's replacement. Sacking employees is one of the least desirable aspects of being a small company owner or Personnel Supervisor. As other personnel see the disgruntled individual "getting away" with being insubordinate, they become more inclined to behave in that manner as well. Even though the small company has a layoff letter template, there is still room for mistakes. Do not Allow Embezzlement to Eat Into The small company. Find out the problems with your case and take some time to fix them. Additional Sample Separation Letter and Help. Just simply state the facts and the reasons the jobholder's actions were unacceptable, and you're well within your rights. Personnel who receive notices of separation are usually not taken by surprise, because managers have warned them that such a letter might be heading their way.

Then, you should notify the worker that you have placed paperwork in her or his worker file and this individual should sign the paperwork to show that he or she has read it. As long as you're acting within the memorandum of the law, then yes you can hire or fire for no reason at all within the scope of at will employment. During a dismissing, you should cover why they will no longer be working at the firm. If you're a small business owner, a worker leaving the firm can impact the small company dramatically. Do not get emotionally involved and do not levy blame.