Because our informal discussions haven't changed your behavior, you have forced me to give you this verbal notification. Even if you are glad to see a difficult employee leave, you need to take their comments seriously. Despite the size of the reformatory problem, you should document any discussions and warnings for a jobholder's behavior. He's just in the wrong place at the wrong time. But, be ready to shell out at least $500 for this privilege. And you risk having your small company shut down for good or dealing with the guilt (and perhaps legal effects) of making your customers ill. In this case, employee termination agreement should explain this. If you were the ex-worker's supervisor, you'll probably be your own "star witness." Since you have had the most dealings with the jobholder, you're the best person to testify about his behavior. It becomes your small company's proof if the employee files a improper dismissal lawsuit, so treat it with care. This notice is similar to an employee firing memorandum. If you make an error when sacking a hostile worker, you could be condemning the small company to bankruptcy or liquidation. In approaching separation, you must use progressive discipline.

Apart from allowing the boss to fire workers with no fear of legal reactions, they will also allow him to avoid any disputes while the worker is still working. For example, the Older Workers Benefit Protection Act (OWBPA) covers the benefits you must make personnel over age 40 aware of. Above all, be respectful to the worker as this will be a life-changing day for this person. Lastly allow yourself and the remaining personnel to grieve and react after the termination.