In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when terminating a insubordinate employee. When you have a bad employee, you must carry out the jobholder separation procedure appropriately. I suggest the jobholder's supervisor does the layoff, unless you're also firing this manager. If the problem individual refuses to sign or walks away from the meeting, document this fact. An exit interview is a meeting between a boss and the jobholder after his lay off. *It should include the reason you are writing the notice. It is important for there to be at least two business representatives, you and another worker, present during the layoff meeting. If the business does not have a legal department, use an independent attorney-at-law. Here is a worker dismissal memorandum sample. Step 2 in How to separate Someone: Keep the worker Informed.

Do what is right and remove the bad worker from your personnel before you're sorry you didn't. After the introduction and cutting off any small talk, you should inform the employee she's dismissed. Let me give you a thumbnail warning for bad demeanor: You separate this employee on the spot. A jury will see your ultimatum and poor treatment as forcing the jobholder to leave, so this equals separating him directly. The Basics of Firing Employees.