Before holding the dismissal meeting, set the firing memorandum aside for a day or two and then reread it to ensure it says what you mean it to say. A high-risk dismissal is expensive. For employees, past productivity is the best indicator of future productivity. In today's society, you should follow a proven separation procedure to avoid lawsuits. Employees are rarely subject to an immediate terminating for productivity issues. Gross misconduct and firing frequently go hand-in-hand. This makes it hard to discover exactly who is causing the problem, which is exactly what a insubordinate individual wants. Then, you must conduct an exit interview. Also, you may want an Hr manager or a lawyer to review it. In the military, service workforce are not obligated to follow improper orders and the same holds true in the civilian workforce as well.

This last question brings to mind why it is crucial to have certain actions thought out before bringing in the worker. He knows both you and the jobholder are not legal counselors and won't expect you to act like one. Although, you haven't found any wrongdoing or the evidence is inconclusive, you and the worker still have a problem . If you don't have enough papers or appropriately recorded evidence, you can not build a strong case to back up your layoff decision. I hate to see you go." Otherwise, the sacked employee will see an opening and start asking for her job back or another chance. If any steps in this program conflict with them, you should defer to the small company's policies.