Using this proven method, an employee dismissal will never take an employee by surprise. Your Personnel department may have a procedure for tracking FMLA leave which you and the employee should use. While dismissing a worker is always difficult, it is a necessary part of any manager's job. Other times, the supervisor will investigate, document the probe and then lay off the worker.

Otherwise, the insubordinate worker will continue to drag you, your workforce and your company down. This can cost your company in both time and money. WHAT IF you give violent or dangerous employee a good reference? The next chapter gives you a program for estimating your dismissal risk. So you should only tell the personnel department and any eyewitnesses who should attend the termination meeting. Many supervisors and Hr managers wonder if the notice should include the termination reason. The most effective weapon you have against wrongful employment termination suits is obviously written business policies. Managers handling these employees should take more decisive actions. You may believe a worker is doing something against the rules or that puts him or other personnel in danger, but have not been able to witness the worker engaging in these actions. Your memorandum of termination sample should include a few basic items. o Covering up for another employee's illegal or unethical schemes. Use these sample termination letters as a standard for drawing up lay off notifications for the small company.