Without strong standards for employee separation, you will find it difficult to terminate the problem worker quickly enough. This is why you should protect yourself when terminating a jobholder. Second, you shouldn't separate someone before his vacation or a holiday weekend. The worker has a bad attitude.

The dismissal is not a personal attack, but just a way to keep the well oiled machine that is the small business running smooth. o Remove the worker from organization charts. o Discuss the separation settlement including the increased severance benefits and the release. The warning can act as a precursor to harsher remedial action. This way of handling bad-behaving personnel will help preserve a more orderly workplace making it better for all of your personnel. Please don't use use 'downsizing' as an excuse for sacking problem employees, or creating a culture change in the department by replacing old personnel with new ones. When they do, they will send a mismatch letter back to you. You redesign his job to meet his "wants." For example, when the employee is always late to work, you give him flextime or telecommuting privileges. Samples Worker termination Letters as Templates. Only then can you separate difficult employees while minimizing the effects on the small company. See Tool #3 in the worker Dismissal Toolkit for layoff letter templates. Smart owners and managers use an employee separation form to help them conduct a dismissal meeting.