Chapters 6 and 7 cover this topic. You might even find yourself battling legal charges if the employee feels that your termination was discriminatory or that your separation did not have a solid basis. Step 3 in How to dismiss Someone: Perform an Exit Interview. However, if you believe the employee's productivity can be altered, counseling personnel is an intermediate step before terminating. Organization heads and supervisors have much personal risk in worker terminations. List any employee counseling or special training the boss offered or the jobholder completed in attempts to prevent this layoff. Is the layoff adequately recorded? Employee termination Method For Employers. I suggest the jobholder's supervisor does the lay off, unless you're also terminating this manager. Keep in mind that if there is a suit, a court can use your as substantiation against you and the company.

* Are there specific policies the jobholder has broken? Here are some other alternatives: If the jobholder is a poor performer, you should put the worker into progressive discipline and give him a chance to improve. First, if you're terminating the employee for an improper reason (for example, because she's a Muslim) or owing to a stupid reason (for example, she started dating someone you don't like), then PLEASE DON'T put your reason down on paper. If the jobholder refuses to sign, then you must get a witness to sign. If you are an Personnel boss, this may be as easy as contacting a higher authority, such as a Vice President or President of the company. However you decide to fire personnel, you should do it consistently.