Small company managers and owners must be careful when firing and laying off workers, because their company's survival is at stake. Undoubtedly, you can always extend the deadline, but you don't need to tell Bob this. With the knowledge you gained in Step 1, you can now ask intelligent questions of the Human resources department and figure out how to best apply/bend the rules to dismiss your insubordinate individual. One of the first areas of information that you must cover when firing a worker is papers of all problems on the jobholder's job performance. Third, have standards in place so the grounds for lay off are legal and fair. When you give someone a choice of "resign or be fired," it seems like you're doing him a favor. Since it is such a substantial document, you should consider several key elements when writing a separation notice.

Now and then, an employee will refuse to sign this documentation. Whatever your guidelines, you hold ALL your workforce to them using progressive discipline. Your dismissal notice wants to get to the point quickly and not give more information then necessary. When looking for a dismissing employees manual, there are six areas you should consider. Since the beginning of the written notice period 30 days ago, I've counted 36 scheduling errors with other managers and important customers. The only exception is when you can prove overwhelming misbehavior. Unfortunately, those personnel who make the boss's life the most difficult are more probably to seek legal damages. This gives the layoff boss some correct wording to use. Remember, the others are watching and if you drop the ball on this one then you'll inevitably have to deal with the problem again and possibly from someone else.