And, whoever signs the agreement for the company must be someone who can lawfully create company contracts. As the owner of a small business or as the Human resources Manager, you must realize it is important to have all your workforce abide by the same rules - which are the rules established by the company policies and procedures. Because of this, you must use the firing notice to fully disclose the reasons for dismissal. One of the most trying parts about being a owner or Hr supervisor is dealing with problem employees. In addition, the information provided in the memorandum should be thorough and recorded. Following the firing Risk Estimate & Protection System(tm) in Chapter 4, you decide this is a medium-risk termination, and you'll offer her extra severance in return for a release. After completing the examination, form an opinion of what happened. First, it is important to understand that under no circumstances should you should approach a lay off when you or the employee are too emotional to continue rationally. For example, if the bad worker is a white woman, then transfer her to a white woman manager. Finally, Human resources managers need practical termination processes and options more than anyone else.

3) Not giving a legitimate reason for the layoff. While this may seem harsh, the employee's lay off is for the most part best for you and your company. And, later in the chapter, you'll learn the strategies for terminating at each risk level. If it can be proved that this was your way of handling problem employees rather than an honest need to cut overhead, you may be doing the right thing for the wrong reason. In such cases, dimissing jailed workforce is necessary.