o Decision: You should begin a full-blown investigation. The firing does not have to halt work, hinder office morale, or be harmful to any firm. Thus, the proprietor, fired worker and coworkers all feel a lot of pain. o Keeps a diary of dates, times, places and damning statements including any corroborators.

To be clear, the business is happy with you or your work performance. Second, as we discussed in Chapters 2 and 3, a separated employee will often sue you even when fired for legitimate reasons. You may have been told that to "legally" sack you should document the jobholder's productivity problem and bad behavior. Step 2-Before the layoff meeting, you should review the jobholder's financial information. When writing an employee firing notification, you use mostly accepted firm writing principles. o Does the punishment (the layoff) fit the crime? The boss's poor answer makes the worker believe the "all-knowing" employer is planning to screw him out of his rightful government handout. Potentially Dangerous Personnel. What does matter is you didn't get the training. o The worker has a great reputation outside the firm and letting her go could hurt your small business's standing in the industry. She said you rated her below directives because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Hr did an investigation showing you weren't the problem. o Has the company consistently separated similarly placed workers for these reasons in the past?