Since termination is always an emotionally charged circumstance for both the manager and the jobholder, you might include some special instructions for the boss. This will allow you to get back to running the business. You can specify a clause that if an employee is separated for certain reasons, than they will not be eligible for any severance benefits. Sometimes the ego will not let them realize the reality of the circumstance. Sacking workers is an emotional minefield not only for the jobholder, but also for you. Their failure to do so can lead to their lay off. We are all human and blatant disobedience can get under the skin of even the most professional manager. The worker will at times get angry. Certainly, there are some rare occasions when there is an exception to this rule. The better prepared you are, the more capable you'll be of completing it quickly, efficiently, and appropriately.

These warnings told the employee if he or she did not improve the quality of work quality the result was termination of employment. When it comes to sacking employee problems, you must always follow proper procedures. This leads to the next item you should include in your separation notice, the facts. The next chapter gives you a procedure for estimating your separation risk. Please don't use 'downsizing' as an excuse for terminating difficult employees, or creating a culture change in the organization by replacing old employees with new ones. That is, the worker was "not guilty" even though the manager's substantiation showed "guilty.".