Each act has specific standards that state why an employer can and can't terminate an employee. (See Chapter 7 for how to layoff for gross misconduct.) Based on these considerations, it's best to have the exit interview away from the building. In this article, you'll learn the 5 early warning signs of an bad employee and what you must do to correct the employee behavior. If the boss has a standing policy saying this action results in termination, then the boss has the right to layoff. If you fired the jobholder for misconduct, you should back this up with evidence. Finally, the most common mistake I hear is something like, "We terminated Joe because he just couldn't get the job done." You now know this isn't a layoff because you're not terminating Joe because of a company need. In the employee reprimand you should state what the expected productivity is and what the consequences will be should the worker fail to meet it. Be sure to provide written evidence of what the employee returns both for the worker's records and the firm's records. But you do dismiss the receivables accountant for the kick-backs. It is always good to have the papers in the hands of the staff before taking action, which ensures the legal grounds and makes workers know they can lose their job if they do this or that. If examination gives you enough substantiation to separate the employee, you should also document the dismissal program.

Perhaps one of the most important issues when disciplining your personnel is saving their dignity, so when they are a rehabilitated worker, they will still have a sense of pride about working for the small business. As a supervisor, you cannot hide from it when it happens. Unfortunately, personnel claiming wrongful layoff are suing companies every year.