The psychological reason for this meeting is to give the worker a chance to "have his say." He needs to tell someone from management how unfair you and the firm have been. Not only does it lower your chance of a improper dismissal suit, but it sends a message to your good workers you won't layoff them on a whim. Second, the notification helps you start the termination meeting. The jobholder makes too many "honest" mistakes. Many conflicts can arise between small company owners and their associates. You can still fire personnel for misbehavior or violation of company policy. This will be a good time to inform the Firm how you feel about this and to learn more about your discontinuance package. When you refuse to do it, you have an angry ex-worker on your hands wanting to even the score with a legal action. Writing formal notification letters on worker performance. Make sure your company's attorney reviews and approves it. You should be careful because problem behavior sneaks up on you. This is easy to document, especially if there are corroborators.

That is, the worker was "not guilty" even though the boss's proof showed "guilty.". Was the firing handled badly? Therefore, you might as well tell them as much as possible to help control their fears. This is a practice that protects you as a proprietor and supervisor.