There are times when terminating someone for an improper or stupid reason is cheaper (in time, money and emotion) than keeping the person on. With the ideal date and time in mind, you should now check the jobholder's calendar and make sure he's scheduled to be in the building. Role #4: Assists with the firing. This is the case even if you had good reason to dismiss that person.

Undoubtedly, if you're laying off the employee due to the company's financial difficulties or because of downsizing, you should explain this as well. To keep yourself and your small business protected, there are several basic standards to follow when creating a worker termination letter. You don't ever want to give the jobholder the idea that your dismissal is open for debate or discussion. Clearly, problem employees negatively impact the small business. Unfortunately, there will always be some personnel who simply have a bad attitude about work. Without sounding too rough, you should let them know that revealing this secret is rationale for layoff. This makes it hard for the jobholder's lawyer to argue you acted rashly and unfairly when you dismissed his client. o What's your decision on the employee's continuing status with the company? Whomever you choose, the employee should have a positive feeling about the witness. Second, as we discussed in Chapters 2 and 3, a fired worker will often sue you even when sacked for legitimate reasons. o Has the firm consistently fired similarly placed personnel for these reasons in the past?