If the jobholder refuses to sign, document this fact as well and have another supervisor sign that he or she witnessed the worker's refusal. Let me give you a few general pointers about the exit interview. Likewise, you may come up against a jobholder who becomes verbally abuse, or begins berating you to other employees. As a boss or supervisor, you may feel that a jobholder's actions warrant immediate dismissal or dismissing them before their contract expires. A worker that is apathetic is also a candidate for employee insubordination. By using a condescending tone with an employee, a human resource individual or small business owner runs the risk of alienating the jobholder and doing more damage than good. Even if you know the lay off is necessary, it is difficult to look someone in the eyes and tell him or her that their services are no longer needed. If your separation isn't low or high risk, then it should be medium risk. In both of these examples, the illegal termination claims are clearly bogus. Before becoming overwhelmed with the thought of dealing with difficult employees, consider the following tips to aid you on your way. Armed with your evidence and your employee termination later, you must then sit down with the employee and outline the reasons for the dismissal.

In this case, it's important for you to follow the proper procedures in the company. Papers of problems unrelated to the disability is key when dimissing this jobholder. If she ever feels threatened, she should come tell you and you'll make sure it stops. How do you layoff him without a big litigation?