Stick to the Facts in the firing Notice. (Downsizing)

Stick to the Facts in the firing Notice. They deal with insubordinate employees all the time. o For bad performance: You fairly evaluated the jobholder against a reasonable job standard or expectation. When it comes to employee termination, it is important to follow standardized processes and to establish this process well before the need to separate a worker presents itself. The top part of the worker Warning Notice is self-explanatory. You should document the date the worker was late to work and how late they arrived. The employer should handle the termination memorandum the same way in all three cases.

This means you should develop guidelines for job termination and apply them in a consistent, but fair manner. o Put all the worker's take home materials (dismissal notification, separation settlement, COBRA notice, final paycheck and severance check) into a folder for easy access. Pay special attention to the Warning Category. o An OSHA complaint by the worker. These are different circumstances frequently involving difficult employees. This knowledge will aid you plan your strategy for getting rid of the disgruntled individual. The exit interview is one of the final steps you take when firing a jobholder. When you do layoffs over several days, the firm effectively stops until the firm has fired the last individual.