In this case, you put the jobholder into progressive discipline for failing to follow safety rules. In addition, you'll create a better working environment for the personnel remaining at the small company. In general, you don't need an employee handbook to lay off. Besides writing the lay off letter, you should notify the jobholder in person that you're separating them. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when separating a insubordinate worker. And you should deal with it consistently, fairly, and quickly since employee misconduct can damage your company. You should prove that you have made reasonable concessions to accommodate the employee's disability. I've been in the firing firm 26 years. Be unemotional about the firing in front of the jobholder's coworkers. For example, clearly make clear the grounds for dismissal; whether it is a dismissing for cause, a lay off, or restructuring.

Also, list any items the worker must do before leaving the building like returning keys, pass codes and company property. Job termination forms are an important part of separating a jobholder. Here's a sample written notification of layoff: It's difficult to dismiss anyone, but a good notification can ease the pain of a terminating. But, you should prove that you tried to train this person. If you have already issued several warnings or if the action is severe enough to warrant immediate layoff, take action within 48 hours of the event.