The Careful Method of Sacking a worker. To discipline a jobholder properly, you must follow a procedure that gives this person chances to fix his or her behavior. The exit interview is one of the final steps you take when separating a jobholder. Most workers think, "It could happen to me." You may need to reassure them and calm their fears. o Could the worker believe you're sacking for an illegal, stupid or "no" reason, even when it's not true? Some provide advanced warning so the worker can prepare while others will just let employees know that day. Sherry, an office administrator, has been with the company for a year. While a dismissal is always a regrettable and naturally emotional, it is far better to give everyone a day or so to cool off before beginning the dismissal. Small business managers and owners should be careful when dismissing and laying off workers, because their company's survival is at stake. The termination notice is an important part of the dismissal method. Second, as we discussed in Chapters 2 and 3, a fired employee will often sue you even when terminated for legitimate reasons. o Urging other employees to improve conditions at the worksite.

When developing your separating disabled worker polices, it should be similar to those you follow for sacking your other personnel. Of course, you can always extend the deadline, but you don't need to tell Bob this. So you choose your questions carefully. The form should also document the employee obviously understood the directive to be an order.