In the first paragraph, the memorandum should obviously state that this employee is being sacked. An exit interview is a meeting between a management representative and the separated worker. In particular, you cannot separate an employee because she is pregnant. After that you call the jobholder in and begin the final meeting. For example, the Older Workers Benefit Protection Act (OWBPA) covers the benefits you must make personnel over age 40 aware of. 4) Give business rationale for the dismissal. The difficulties that come with a disgruntled individual may seem easily corrected by layoff. And, if the jobholder had a business car, tell her you'll pay her back for cab fare. For example, you'll likely need to draft a dismissal package for the jobholder. Feel free to call the Human resources Supervisor at 555-1212 if there are any further questions. As a entrepreneur or human resource employees, you should find your threshold then decide a course of action for what some believe to be the "hardest" part of the job - dismissing the unwanted employee. In short, you agree not to take legal action against the Business for employment claims.

A insubordinate employee can damage the small company in many ways. All difficult employees start making trouble long before you begin the firing process. I call this meeting the "Survivors' Meeting" but you must call it officially a "Firm Meeting." This helps decrease the remaining employees' feelings of guilt.