If you manage a company of any size, you shouldn't separate someone for an illegal reason whenever possible. * Address your worker's needs within the boundaries of the small business. If you are unsure of the contractual guidelines on missed days or dismissal, you must consult the business's legal expert on work related dismissal laws. Don't give a false reason to soften the blow, such as the "business is down, we just have to let you go," when the real reason is poor job productivity with three written warnings as substantiation. Because of her inadequate productivity over the past few months, we've given her warnings with the latest being a final written notification. Her coworkers may even want to take her to lunch. Finally, sit down with the worker and discuss the firing letter. It's a bitter pill to swallow and sends a bad message to your productive workers, but sometimes it's the only action you can take. I'd love to hear all about it." You must stop the small talk immediately. First, the jobholder is likely to sue and you have properly documented a legitimate reason. While this may seem harsh, the employee's lay off is for the most part best for you and your company.

1) How to sack the employee who tells lies. At this point, it is already in the employee's mind that you are going to terminate them, so they try to drain your company as much as possible before you do. And have your attorney review them before using the notifications in a termination. Follow the wording of the sample layoff letters as closely as possible, only changing the wording when necessary to suit the needs of your specific situation.