Let me go over the memorandum with you.". As is often the case, if you feel that they worker is not sincere, then it's time to start the termination process. (Likely, her boss told her about the exit interview in the lay off letter and meeting.) You should make the call the day before the meeting, if possible. If the drug or alcohol abuse while on-the-job causes the disobedience, then the obvious solution would be to sack the worker. Ask if the employee has any questions about the dismissal, the severance benefits, the separation package or about help finding another job. Be concise and direct about the missteps of the employee and the worker termination proceedings will be over within moments. After the introduction and cutting off any small talk, you should inform the worker she's separated. The owner of the business or the jobholder's manager should sign it as well. A individual that fails to complete the duties you have assigned to him or her is also presenting early signs of employee misbehavior.

Although this is an important factor, it's more important for you to know how to layoff properly. By providing substantial evidence and following proper processes when dimissing employees, you have a better chance of enjoying a smooth transition without concern of retaliation or a negative lash back. Separating an employee for having a bad outlook can be a huge problem in the day-to-day business of any company. And, you should never express in your layoff memorandum that you feel bad for sacking him or her — although I know that it seems kind. If you don't know how to use progressive discipline or how to write a proper lay off memorandum, you need a copy of my book, "Employee termination guidebook." You can get it at my website: If he files a wrongful termination litigation, you'll have a more difficult time defending your position. By engaging in escalating discipline, you may even actually reform the worker.