o The sacked worker thinks he's better than he is and can't believe he caused his own separation. Nonetheless, you may need to dismiss the high level worker for the survival of your business. o A separation contract you expect the employee to sign when accepting an increased severance package - Typically, a jobholder has 3 weeks to sign-up for this package. This assumes you have solid substantiation showing the reason you're terminating her (and the reason cannot be she is pregnant.) o Use of improper drugs while at work. You don't want to start progressive discipline and find out later your management doesn't agree or, worse yet, discover the disgruntled worker is politically "protected.". Unless there is an urgent reason to have property returned, give workers a specified amount of time to return property. With a low risk termination, the jobholder is unlikely to sue and you have papers justifying the layoff for a legitimate reason. This is only further complicated when you don't want to dismiss a good employee but you should owing to a firm reorganization. The point is not to make the announcement too far in advance. You would be wise to show Personnel and your employer that you're working hard to help the worker upgrade, but he is resisting all your attempts at rehabilitation.

This section will give you a good answer for the worker. Otherwise you risk having the small business shut down. Then you have no other choice but to layoff the jobholder. Similarly you must right away deal with other problems like gross misconduct, trouble with coworkers or any behaviors that violate firm policy.