You'll find out how to get the necessary documentation to terminate an employee with a performance and behavior problems. See Chapter 4 for papers guidelines. You will discover that proper evidence helps protect you from the legal retaliations of former employees. When you draft the sample notice of separation for a worker remember to keep it strictly business. You must begin by drafting a layoff memorandum.

Tell the employee you're giving this "short-cycle" performance review to give him a chance to upgrade and understand your new expectations. You should give copies of all written warnings to proper heads of department, management, and of course the employee. Remind your supervisor that this letter must be nonemotional and professional. You could ask Hr to do the investigation for you, but I recommend against it unless, undoubtedly, you're an Hr professional. You must suspend or immediately fire this individual. You must avoid any discipline that embarrasses your worker, especially in front of other personnel. o Allow the jobholder to keep or buy home office equipment. To help clear up the rationale for the dismissal, create a brief memo which outlines the firm's new strategic plan with the goals you expect to achieve. You must increase your small company and be on the move towards success, not bogged down by a lazy or incompetent worker. So whether you are an experienced manager or you're new to the position, it is important for you to know what your rights are. o Lastly, even if you have found no wrongdoing, you still must be ready for the worker to resign.