You should only gather physical substantiation if it belongs to the business or no one (like the empty beer bottle) and you have unrestricted access to it. Plus, you will protect yourself and your business against any lawsuits the separated employee may bring on you. Therefore, layoff on Friday whenever possible. o Consequences of continued lackluster performance. The next best reviewer is the problem individual's hiring supervisor. The reformatory forms you complete prove that you did not layoff a worker on whim or owing to discrimination. o Are the reasons clearly laid out so anybody inside or outside the company would understand? Your separation process will make the program go more smoothly for the fired employee, coworkers, and the company as a whole.

These policies should include potential separation issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing company property. To assist you gauge the time, each dismissal meeting will take about a half hour. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-jobholder, theft, threats of violence to supervisor or other co-employees, or misrepresentation of themselves. The psychological reason for this meeting is to give the worker a chance to "have his say." He desires to tell someone from management how unfair you and the company have been. Therefore, you should know how to separate a worker suitably to keep yourself out of hot water. You should hold the employee accountable in future meetings and work reviews for the action items in the "appearance" plan. Once the memorandum is ready, have your legal department, or independent legal defender review it.