For example, you may be dimissing the person's employment but plan to hire the individual on as a consultant for the small business. This letter is similar to a worker separation notification. If you're a small business owner, a worker leaving the company can impact the business dramatically. (See the next chapter for other choices.) After all attempts to get the employee back on track fail, it is time to write the jobholder reprimand notification. Then, when an issue does arise, consult this policy to decide the action you'll take in response to your worker's lack of proper hygiene. If your small business doesn't have a conference room available, then use another manager's office, or use your own in a pinch. For example, you might say, "Employees who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Personnel who fail to wash their hands after using the rest room will face suspension and possible separation." How much leeway you wish to give yourself when it comes to rehabilitative action is up to you. (Here, mention all the rationale for the layoff as well as warnings you gave to the worker). Another reason to use employee write ups is for legal issues. Because firing an employee is often stressful on the boss, using a sample written notification of lay off is a wise move. I recommend you give three chances for improvement before dismissal according to this schedule:

Dealing with bad employees is perhaps the hardest part of running a firm. If a jobholder has often failed to perform on schedule, you have likely provided warning notifications or counseling sessions which you have documented. Remember that when using the employee warning form, you should allow the employee to make written comments on their actions, whether it is a rebuttal or an agreement.