Here is a brief list of the items to include in your sample employee separation memorandum. If you make an error when terminating a hostile employee, you could be condemning the business to bankruptcy or liquidation. (See Chapter 7 for how to layoff for gross misconduct.) A jobholder warning form is an excellent resource that every small business owner and Human resources supervisor should consider using. If he rates highly on both, then you should keep him.

Here's what causes the most improper separation suits. Learn how other small business owners are firing difficult employees while lowering their risk of illegal dismissal lawsuits. Downsizing is reducing your company's workers. In each these cases, the well-informed employer will have clear papers the employee understood company policy. At this point, your worker warnings become the documentation the company desires to layoff this person. Even if you want revenge so bad you can taste it, fighting a claim doesn't make good business sense. If the employee continues to inform lies, you can layoff him after the final written warning. Likely, you'll be sending out an e-mail notice and making phone calls instead of speaking to your personnel in a organization meeting and you probably won't need a security guard. For example, you might say, "Personnel who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Workers who fail to wash their hands after using the rest room will face suspension and possible lay off." How much leeway you wish to give yourself when it comes to remedial action is up to you. After writing the termination memorandum, you must draft the separation agreement for medium and high risk terminations.