Therefore, you should carefully consider the contents of the termination letter and how you write it. Only people in your management chain and a few in Human resources should know. You'll need to assure workforce that firm will continue to run as usual after sacking this person. The jobholder might cry in the meeting. o Are you firing the jobholder for an unlawful, stupid or "no" reason? This means you should develop standards for employee termination and apply them in a consistent, but fair manner. Sacking - This is the same as sacking. You must wait until after the vacation or holiday to lay off.

o The higher the lay off risk, the higher the cost (time, money and emotion) for you and your small company. Write the warning immediately after talking with the employee and doing any investigating. Separating a jobholder based on emotion rather than sound reasons can result in serious penalties including devastating lawsuits. The prevalence of law suit in our society means that many bad workers will begin suit claiming you have unfairly fired them. Without the proof papers provides, you will have a difficult time doing this. o Filing personnel' compensation claim. o Has the supervisor estimated the termination risk suitably?