If your policy states that you'll give an employee written notification before dismissing, then the warning should come first. In particular, you cannot terminate an employee because she is pregnant. For example, did you present the employee with a obviously written out job description and go over it together? Another reliable method is to use a sample lay off memorandum for a bad disposition jobholder. For a resignation, the meeting frequently occurs in the building and on the jobholder's last day. Every company from the smallest home based firm to large corporations should have one.

He or she refuses to carry out your instructions, causes morale problems among coworkers, and makes your job almost impossible to carry out. In any of these cases, terminating a jobholder with tact and grace is important to your stress level. And the termination supervisor is not to express any personal opinions about the worker or make any remarks that could be misread as discriminatory. If the worker asks for an employee representative to be with him during the discipline meeting, you should give him time to get one. Although you could help her, you don't have the time because you have a business to run. (Likely, her boss told her about the exit interview in the lay off letter and meeting.) You should make the call the day before the meeting, if possible. It must be easy to use and it should help the dimissing supervisor draft the necessary write-up without risking the firm legally. An problem worker can cause a breakdown in the chain of command. Handing over the business property is a physical sign the layoff is a reality.