If this is the case, direct them to seek help and to enter a rehabilitation program immediately. If an employee receives a termination notice, it should not be a shock, but rather should give the worker an opportunity to nod in understanding. If you choose to use the e-mail alternative, follow these two common sense rules: It is also important to take note of the number of past violations the employee has and what further steps the manger should take if the behavior continues. And, therefore the "real" reason should have been an wrongful one.

However, on the account of the local and national company climate, we have no other choice except job elimination. If such legal proceedings do occur, you will know you have protected yourself and your business. Check out your worker handbook or standards. Wish the jobholder good luck in all future endeavors, and that will be the end of it. Therefore, you can fire an at will employee for any reason . As you now know, firing a jobholder is not just saying 'you're sacked'. In a recent Cornell University study, researchers found that how the business sacked the employee was a major factor in any resulting suit. And, when the attorney-at-law reviews the letter, he'll see it's a losing case as you have a well-documented, legitimate reason. Also you must have policies on the dismissal method and conditions for a separation. If you're the owner of a small business, then you should have your second-in-command or an outside employment lawyer review the file and give you their opinion.