Before the end of day, you should return all company property, including (here you should state everything the jobholder must return. As the supervisor, you can get caught in the middle of a bad circumstance which can lead to lawsuits. It is important to do this task right because it is a tool for papers, communication, and managing directives when you let a jobholder go. Notice #4: "Medium Risk" Lay off Letter - Layoff Because of Company Need. What is a worker separation agreement? High risk - The sacked worker will sue you AND you'll lose in court. Each of these warnings (and lay off notice) adequately document any dismissing for lackluster performance and conduct. (See Chapter 3 for a list of legitimate business needs.) Having Production Slowed by a Problem employee. Make it clear when the worker agrees the terrible performance is not related to it. Typically coworkers don't expect much from these employees and everyone is demoralized because of it.

But when their bad attitude affects their work or that of their co-workers, it becomes a serious issue. And, since you forced him to quit, you're open to a wrongful termination suit. As a supervisor if you failed to document the employee's poor productivity or behavioral problems, you're leaving yourself and the small business open to a suit. As a human resource person or small company owner, sacking a worker should not keep you awake at night.