You must develop a policy to document worker problems appropriately. There are many myths that could be discussed about handling problem employees but in truth they all boil down to the idea that terminating a disgruntled employee means an automatic settlement in a court of law. They'll be angry with management. Use your layoff letter to help you get through the meeting. Whatever your guidelines, you hold ALL your employees to them using progressive discipline. Subject: Firm Reorganization & Voluntary Separation Package. Question: I've several employees to sack. Some companies also include suspensions, both paid and unpaid, with the final written notification. You must sack them for firm reasons not for any fault of their own. You may have been told that to "legally" separate you must document the worker's performance problem and bad behavior. The best one will show a clear violation of a final written notice or of your gross misconduct rules.

When the employee has a performance or demeanor problem, it'll normally take about 3 months to build a bulletproof case. You must recognize this feeling, but don't let it block you from staying upbeat about the small company's new strategic direction. There are certain standards to follow when firing a jobholder and failure to do them well could open you up to a lawsuit. The answer is simply to terminate the worker.