I have seen some lay offs where the company asks the boss to dismiss his organization and then the firm fires the boss later in the day. It will save you time and money. Because the Human resources department is not for the most part in the ex-worker's chain of command, they are in the best position to conduct the exit interview and get honest opinions. In the next chapter, we cover mass lay offs which are often easier for you than dealing with one disgruntled worker. Sacking someone is one of the trickiest jobs you will do as a small business owner or a Personnel Manager. Instead of agreeing to the implied question, you should say, "Certainly I want to assist you; this is why we've provided you a severance. And it is important to terminate this employee. Lastly give a signature block for the employee to sign as confirmation. Getting a sample job termination memorandum and using it to create your own document is a wise move when you should separate an employee. (By the way, if this is a high risk separation, you don't need a separation letter since your goal is to get the employee to resign voluntarily.) If you search the Internet, you'll find a few sample employee dismissal notifications. If this isn't the worker's first warning, then you must state on the warning form, what warning it is and what the proper action will be if they continue to cause difficulties at the company.

Here are some common behaviors to look for in this employee. If you don't make a timely notice, the government can fine you $500 for each day of violation. Also, you must discuss areas the manager would like you to explore with the jobholder.