For a medium risk separation, you can fire immediately, but you have increased legal exposure. and how to "take care" of the employee after her separation. A probe for gross misconduct often gives you enough documentation to separate a difficult worker right away. All software developed in the small company should pass a rigorous quality control method. The purpose of downsizing is to make the business more profitable and more cost-effective. It is also important to have unemployment information available, as well as information on ending dates for health benefits, severance package pay or overtime pay. When the time comes to separate a worker, you must have a solid job termination agreement prepared ahead of time. If you believe you're "laying off Joe," you might only read Chapter 11: "Method for Laying Off Workers." In this case, you would make a mistake following this method for terminating Joe, and not following the proper procedures and choices given in Chapters 9 and 10 for firings. Keep a dispassionate but concerned tone, and your lay off letter sample will be just fine. In it, the worker agrees to not challenge his lay off in court, and in return he gets an increased severance package.

As an employer you may wish to have the worker sign an employee dismissal agreement or a non-compete agreement. If you dismissed the employee for misbehavior, you should back this up with documentation. The notification has to do several things, but most of all it should clearly define the infraction, and how the business plans to respond. How Escalating Discipline "Traps" A Insubordinate worker. Loyal clients and customers start to take their firm elsewhere.