Myth Four: I've been told that one of my personnel has appeared on a pornographic site on the internet. Therefore, you must refuse to write notifications of recommendation for potentially dangerous workers. Since you know how progressive discipline works, you may be wondering how it traps problem employees, especially one trying to work the system. o A severance package shows the remaining employees you're a compassionate employer. The question I'd like you to consider is, "What would our separation package need to look like for you to layoff from the company and start a new assignment somewhere else?

o The jobholder has received many "good" work reviews. You will ask these questions of the jobholder during the exit interview. The answer to this is "NO." Since high paid workers are for the most part your older personnel, they'll claim this selection guideline leads to unlawful age discrimination. That is why it is a good idea for you to use a sample employment termination notice. You can never be too careful when terminating an employee and when developing an exit interview policy - the small company depends on it. Step 1: Trigger Incident Occurs. You may have work rules specific to the company or industry which I didn't cover in my list of legitimate separation reasons. o Improper actions while at work. Once you get a hold of sample employee dismissal letters, you can use them as a template for all the layoff notifications you write. o Ask security to have someone nearby the meeting room who can subdue a violent worker when necessary. They think if they don't sign the paperwork, your evidence for sacking is invalid.