The odious task of sacking a jobholder in is not a pleasant experience and you will need to think it through and prepare. You should also make workers aware of the specific departments affected if possible. The sample worker discipline notification we provide below is a guide. Not only do you want the notification to be sensitive to the jobholder's feelings, but you also need to give detailed rationale for the firing. Or, for misconduct, you expect to see misconduct infractions stop immediately. These are all part of the employee dismissal memorandum process. Other signs that you have an incompetent worker on your hands include a decrease in performance with an improve in the number of mistakes or a worker that has frequent memory lapses.

This protects you in case the former employee charges you and the small company with illegal actions resulting from termination. Make your argument; be documented but concise, and go on about the small business. The next liar is someone who tells "white lies." This isn't gross misconduct because the "white lies" are generally not about important firm matters. Step 2: Talk with Personnel about your small business's specific rules on terminations. You simply indicate you have enjoyed working with the jobholder, if this is true. When you do have problems with a jobholder, you should document it with the remedial action you took. This will make the dismissal much less painful, since you are showing a personal vote of confidence in the jobholder (and showing the firing is due to financial issues rather than productivity). The program creates stress not only for the employees but also for you, as the supervisor.