If you make reasonable accommodations and the jobholder still can't do the job, you can still lay off her for lackluster productivity. (I've included a cover note template in the jobholder Termination Toolkit at the end of this book. Also state a deadline in the letter for the employee to achieve the desired behavior. Although this is true, you must continue with the layoff. In addition, most of your top performers will take a package because they can easily get jobs outside the business. Learn how other small business owners are sacking insubordinate employees while lowering their risk of wrongful lay off lawsuits. If you're strict and don't allow many exceptions with attendance, you can sack using the first method.

For specific language of these agreements, contact either an Personnel professional or an employment legal counsellor. It's a good way for the jobholder to leave the firm with dignity. Be unemotional about the lay off in front of the worker's coworkers. Let them know the result of the examination and the employment status of the individual they accused. Document the effects this behavior has on the small business. A dismissal must not be harsh, unjust or unreasonable to be a fair termination. Also include and information on a discontinuance package or any other monetary considerations. An Intro to Terminating a Worker. Even if you have been a small business owner or in the Hr department for years, you should consult your dismissing workers manual when beginning disciplinary procedures.