There are plenty of stupid and illegal reasons that you want to avoid such as sacking someone because he's left-handed (stupid) or because he's old (unlawful). You can never be too careful when firing a worker and when developing an exit interview policy - your small company depends on it. When I arrived, I had several angry e-mail notes and voicemails about my missed appointments . You must obviously and accurately describe the problem you're having with the worker, as well as describe the actions you took with the employee. Once you have decided to separate an employee, you should start putting together a list of exit interview questions that you will use during the exit interview. This is because separated employees often read your expressed feeling of regret as an admission that you have done something wrong. The employer should never fire an employee on a whim or out of resentment. Start the review with an open mind (which is impossible unquestionably . This includes writing notifications for personnel you laid off for cause and those who were jerks. You must tell everyone you and the management team take sole responsibility for the company's decline and the dismissals. Once you have described in detail the reasons in your notices of lay off, you can begin to help the jobholder make this major shift in their life.

The rule is the same for everybody, so I must separate your employment effective right away.". You will have to write the memorandum yourself. When you feel the jobholder has served you well during his or her time of employment, you should do all you can to make it on her or him. Your directives are a substantial part of the warning, and the employee can't change them through his rebuttal.