This tells them you are serious about the situation. (You should also give this reminder if you're giving a final written notice as well.) A package includes more items like a letter of recommendation, help to find another position or an option to stay on the group health insurance program for a limited time. If there are further problems, you should document these as well. For example, you tell a worker to do something one way and the jobholder does it their way. If a worker is drawing a paycheck from you, he or she must follow your orders. Also the boss should give this feedback in a professional way proving that he or she did not provoke the circumstance. If he later files for unemployment, you can use this memorandum and his reason as substantiation the business didn't force him to quit. Always be professional and nonjudgmental.

6) How to sack the commonly absent and tardy worker. This policy should clearly make clear directives of worker hygiene. In Chapters 6 and 7, you'll learn how to document the termination Chapter 6 shows you how to use progressive discipline to build your case against an employee with a performance problem or minor misconduct. Dealing with bad employees is perhaps the hardest part of running a business. If Rick is working the system, he'll hire an unethical legal adviser and say there was another "real" reason you sacked him. As part of the increased package, I strongly recommend outplacement services, which can help the fired personnel with job-search skills.