*If you have decided to separate the worker committing theft, have the firing papers drawn up and cut a check for their remaining pay. It should obviously spell out and document the reasons why you terminated the employee. If you have completed the first two steps in the layoff procedure and the at will employee still is not working up to your directives, it is time to begin lay off proceedings. Is it any wonder worker dismissals frighten and worry most supervisors, sole proprietors and Human resources managers? How to lay off an At will employee Step 2: Discuss it with the At will employee. If improvement doesn't occur, you repeat the steps until you have no choice but to layoff. After you have communicated to the jobholder the dismissal, ask the worker if he or she has any questions. For example, will you write up a jobholder on the first offense or give them a grace period? You're the final say in the business, so finding help may require being more creative. Above all, be respectful to the employee as this will be a life-changing day for this person. Personnel who work an average of fewer than 20 hours a week are also not covered. And, document her consent thoroughly by getting her to send you a memo agreeing to the transfer or reassignment.

As a manager, you should know not only what a worker termination letter is but also what it should include. If a worker costs you too much money, time and worry, then you are doing yourself a big favor in firing him. (See Chapter 7 for how to layoff for overwhelming misbehavior.)