During the firing meeting, you should go down the form and talk about every item to ensure the meeting is thorough. In the next chapter, you'll learn how to investigate and document an incident of gross misbehavior. The Basics of Terminating Personnel. First, the risk is medium when the employee is probably to sue, but you have good papers showing a legitimate separation. It looks like an employee who rolls her eyes in a meeting at important points, shrugs her shoulders when you assign her work and ignores you when you interrupt another one of her "hallway" meetings with a friend. Her legal adviser tells you the "real" reason you fired her is because the company expected her to sleep with the CEO or the VP of manufacturing to keep her job. 9) How to layoff a worker for off-duty behavior and lifestyle. Gross disobedience is more severe. And, even if your statements are later proven false, the employee must show you willfully told a lie about him.

When the need for employee termination arises, it rarely comes as a surprise to either the employer or the jobholder involved. And let's just say the workers in the quality control department go a little overboard with the high standards. At the wrong times, worker disobedience can lose potential clients, or worse, lose current ones. In Tool #5 of the employee Termination Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. Also, send a physical copy of the warning to the worker's home by registered mail with "return receipt requested." This will prove the jobholder got the warning. In addition the memorandum should clearly make clear consequences should the problems continue.