What to know when separating employees. o Is it unlikely the jobholder will take legal action against you and your small company? When he files for unemployment, just offer the guy his job back. Certainly, esprit de corps and performance suffers. Only sack a probationary employee for a clearly recorded, legitimate and fair reason.

Make sure you document these using progressive discipline techniques. For the most part when a manager fires someone, he or she has valid reasons. Most will have seen the dismissed employee pack-up and have heard her side of the story. You offer a severance package which is better than your normal package. You can find many samples on the internet or in books that will cover your basic needs. The sole proprietor and company leaders should decide the activities of the employees within the boundaries of each worker's job description. So before you start a formal layoff program, review the choices in the next chapter. This is true if your only choice is to fire right away. o A separation document you expect the jobholder to sign when accepting an increased severance package - Typically, an employee has 3 weeks to sign-up for this package. This notice is to document separating employee _______________. o Option 9: Demote The jobholder.