These policies should include potential termination issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing business property. Misbehavior: Stealing $5.30 from the till (Warn and then terminate on the next instance.) When the rubber hits the road and all else fails, you may have to dismiss this person. Otherwise, you may terminate the jobholder only to find yourself in the middle of a wrongful termination litigation. The exit interview is one of the final steps you take when dismissing a jobholder. The employer or sole proprietor should take immediate action or performance goes down and other personnel start to follow suit. This is similar to the problem we've for firing for "bad attitude.". Without paperwork or physical evidence to back reasons for termination, you're opening a window for separated employees to claim illegal layoff. Sign the separation document, if you have agreed.

You'll be paid for two weeks following the effective date of lay off instead of working through the customary two-week notice period. When the time comes to write notifications of separation, you might not be feeling compassionate toward the worker in question. This may cause a serious loss of productivity or even ill feelings toward management. Once we have our documentation, we can prepare for the lay off meeting. Therefore, this is a substantial step in the lay off process and you should prepare well-thought out questions. The business is letting you go for the reason of excessive absences in the workplace.