This means you can choose not to hire someone because you believe they may not be a good fit in your small company - as long as your decision does not violate any employment laws. Owing to the situation's gravity, the worker will see your humor as patronizing and unsympathetic. It briefly outlines the problems you're having with the employee and spells out what will take place if the employee fails to correct his or her behavior. Instead, you must use the techniques from this chapter and those in the next one to be suitably compassionate in the firing meeting. Do what is right and remove the bad worker from your personnel before you're sorry you didn't. It is also a good idea to have your personnel manager or your legal counsellor review the letter before presenting it to the worker. In this way, the employee will probably keep their cool and not cause a scene. First, it gets the attention of a jobholder who has great potential for the small company but who needs to shape up. A package includes more items like a memorandum of recommendation, help to find another position or an option to stay on the group health insurance program for a limited time. As you now know, firing a jobholder is not as simple as saying "you're fired." It's a legal procedure and is therefore much more complicated that it appears on the surface.

Therefore, you should document every problem that you have with the employee. If she fired him, could her baker come back and sue her for wrongful termination? Step 2 in How to lay off Someone: Keep the worker Informed. Lastly when this fails, the boss can choose to fire the worker. (If theft is the case, continue here, as follows.) Because theft from the firm is a severe offense, we also must take immediate action by contacting the local police organization (or fraud department if this is the case).