The basic idea of at will employment allows a worker to quit a job without advance notice and without worrying about breach of contract. Instead of having parasites eat into the company, you should take steps to save your firm. Early in-the-week separations lead to a higher incidence of violence since the worker comes back during the week and "goes postal.". Formulation of the discontinuance package. Developing Guidelines for Employee termination. Keep a friendly tone and act like you're the fired employee's advocate with the company. If you don't know how to use escalating discipline or how to write a proper layoff memorandum, you need a copy of my book, "Employee termination guidebook." You can get it at my website: As an employer, before beginning the layoff procedure, it is essential to give personnel the opportunity to redeem themselves on-the-job. And since you had to go into the past to "get him," your "real" reason for terminating must be an wrongful one. It protects you and your small company against any form of suit a former employee chooses to file. In this case, an exit interview policy will make it far easier for you to let go a jobholder that just isn't working out for you and your business. It should also include whether the jobholder is eligible for rehire and any benefits that he or she may or may not still receive after lay off.

If you're dimissing the jobholder for drinking on-the-job, for instance, don't beat around the bush. After writing the firing memorandum, you must draft the separation agreement for medium and high risk dismissals. But don't make the firing effective until you can give the worker his check. If he still refuses to sign, you must bring another supervisor into this meeting and ask the supervisor to verify on your copy he saw you give the jobholder the warning.