First, recording violations of company policy tells the employees you mean business. By my count, there are 29 federal acts and common laws protecting workers from wrongful lay off. If the jobholder comes back and files an unlawful termination suit, like so many do, the notice suddenly becomes the small company's legal document. After you investigate for misbehavior or reach your final step in the progressive discipline program, it is time to prepare for the layoff.

However, when conversations fail, it is time to take action that may lead to the employee's lay off. Creating a list of exit interview questions that are relevant, useful, and that do not put the small business at risk for inadvertently saying something wrong is a difficult task. It is important to do this task right because it is a tool for papers, communication, and managing expectations when you let a worker go. A protected employee is someone you must keep for some reason. If you must dismiss someone for an improper reason or a stupid one, then follow the method for high-risk separations. If we do the math, this adds up to unanticipated cost for your company. For example, suppose you have documented evidence your ex-employee was sexually deviant. If you have questions about the hearing processes, you should ask the hearing officer and he'll be happy to answer them. Will the firm suspend the employee, will it dock pay, or will it terminate the worker? An Older Worker With Lackluster performance. A worker that is unwilling to change his or her work habits is probably to develop a negative attitude.