This leaves the boss at the losing end and that costs time, money and productivity. The employee is not performing up to the job description after adequate time to learn the job. You and your management chain may have caused the small business's decline through management missteps or a failure to recognize the changing marketplace. With the knowledge you gained in Step 1, you can now ask intelligent questions of the Hr department and figure out how to best apply/bend the rules to lay off your disgruntled worker. You must print it on business letterhead. Since rumors will run wild about the impending layoff, doing it as soon as possible will improve performance as well. Once you see it, you should immediately start down the path towards layoff methods. The best one will show a clear violation of a final written warning or of your overwhelming misbehavior rules. Writing and Using an employee Reprimand Notice. The odious task of dimissing a jobholder in is not a pleasant experience and you'll need to think it through and prepare. Once you have fulfilled these standards and the jobholder still refuses to change their work habits, proceeding with termination is the only outlet, whether a contract exists or not.

o Cancel the worker's credit cards and phone cards. Now that you have prepared all of the evidence for the dismissal meeting, it is time to call the worker in and notify her or him of the layoff. Remember, it is up to you to prove your case. Misconduct: Stealing $5.30 from the till (Warn and then fire on the next instance.)