Rarely is a jobholder ever dismissed on the spot unless that individual is a threat to the safety of other personnel or involved in criminal activity. In the first paragraph, the notice should clearly state that this employee is being separated. These are ways and procedures to save the small company and keep your employees from going astray. If you keep a difficult employee on the payroll too long, it will hurt both the working environment and your profits. If you layoff workers owing to downsizing, keep the all employees informed. Because there are fewer personnel, the removal of one individual is a significant loss. Although this may be mentally exhausting to you as the Human resources supervisor or business owner, you must respect each employee as well as their privacy. For example, clearly explain the reasons for termination; whether it is a dismissing for cause, a lay off, or restructuring. It helps him remember and understand what occurred in the termination meeting. Give 2 or 3 chances with formal warnings to improve before terminating.

Employee Name (printed)___________________________ Date:___/___/_____. (See Chapter 7 for how to fire for overwhelming misbehavior.) Even if you are glad to see a difficult worker leave, you must take their comments seriously. Example: "Would you say your manager treated you unfairly? This is an important step as many personnel think if they have an employment contract, they are also protected from at-will firings, and that's not the case. By using a condescending tone with a jobholder, a personnel person or small business owner runs the risk of alienating the worker and doing more damage than good.