Once you notice it, you must right away start down the path towards termination procedures. You may have work rules specific to your small company or industry which I didn't cover in my list of legitimate lay off reasons. The employee poisons the department with his bad disposition and work ethic. o Employer drastically changed the job duties for the worker. When terminating for a business reason and competitive pressure, you must thoroughly document the economic trends and strategic changes which drive your layoff. Occasionally, this leads to a worker filing a litigation against the business. o Implied Contract of Job Security Because of Long Tenure. o The manager has lost control and the circumstances are beyond her managerial skills. Satisfactory documentation for overwhelming misbehavior should show you conducted a fair examination and your dismissal decision was reasonable. The company can then use this papers to decide whether it should extend a severance package to the jobholder. You must list any monetary compensation and employee benefits packages for the former employee. The rationale for firing a jobholder may be valid, but handling the circumstance badly can cancel this.

This is especially true if you're separating the worker who "for cause" (intoxication on-the-job, sexual harassment, physical and verbal abuse, theft of company property, and the like). Workplace productivity will decline and your good employees will suffer. More importantly, the removal of the problem individual will give you more time to run the company and improve results. o Close the notice with name and title.