Firing an employee seems as easy as saying "you are terminated" but this simply is not the case. If you are the Hr Boss of a company, you'll sign the jobholder termination agreement. In case you have an "emergency" dismissal, you can follow this shortcut: If a company needs to refocus on its core business, it may want to drop a whole company segment. Firmly, but directly, ask for the return of all firm property (like keys or security cards) the worker may have in his possession. In addition, the standards set forth by your exit interview policy will prevent you from say anything the worker can hold against you later.

If you allow gross misconduct to continue, it will give the wrong message to other personnel who think they can also get away with this behavior. As a reminder, when you layoff the worker on the account of "firm needs," you can't refill the position for at least a year, or you risk the worker bringing a wrongful termination suit. Employees who receive notifications of separation are for the most part not taken by surprise, because managers have warned them that such a notification might be heading their way. In such a situation how do you make sure that your separation notification is worker foolproof? First, you can find someone in your organization to coach the insubordinate individual. Likely, you'll be sending out an e-mail notice and making phone calls instead of speaking to your personnel in a department meeting and you likely won't need a security guard. As far as terminating workforce and employer conduct goes, this is the safest bet to ensure that both parties will end up happy with the result of a sick or injured worker. I recommend you send a hard copy of the firing documents (lay off notice, separation settlement, COBRA notice, final paycheck and severance check) to the employee's home address by certified mail, return-receipt requested. Here the firm assumes that some personnel will retire soon.