You put the difficult individual on notice his job is in jeopardy. This will keep you and your small company protected from potential wrongful lay off or bias lawsuits. At times they can be the best for the disgruntled individual and the firm. o Starts talking to Human resources about severance policies and benefits after layoff. This would include first a oral warning followed by a written warning pointing out to the worker his or her job is in jeopardy if the problem behavior should continue. You should consider this rationale for immediate lay off. o Using firm's computer, copier and other assets to run worker's small business. Therefore, you'll need an employee dismissal notice sample. Tell the accused employee and the accuser this is your finding.

The administrator then sends you and the worker a letter about his status. You must be objective and not subjective when writing a warning. Therefore, a small business owner or human resource person should keep the lay off private and away from the eye of the workplace. When you do have problems with a jobholder, you must document it with the remedial action you took. What you must do after the conference call is similar to what you do after a termination meeting. You're buying an insurance policy against a law suit. You must record any significant comments by the employee, such as "I knew this was coming.