At this point, you need to draft a worker separation notification that explains the reason for the dismissal and the rights and responsibilities of the employee and of your small company. Go through the layoff notification with emphasis on items in the discontinuance package. If your termination isn't low or high risk, then it should be medium risk. Getting Started In Creating A jobholder Hygiene Policy. By having copies of the dismissal letters, it will be one less worry when having to fire a worker. If the layoff is for "cause," you must take great care must to keep from making a bad situation worse. If you are terminating the employee for drinking on-the-job, for instance, do not beat around the bush. If you take the time to sit the employee down, and draw them into a conversation that is not accusatory or confrontational, then they may explain what is going on with them outside work.

Here are some factors to consider: For gross misconduct, you give the jobholder a 3-day suspension as you look into the claim. Just before the firing, change any passwords that provide access to the worker to any computer network accounts, financial records or other sensitive material. Finally, Personnel managers need practical separation procedures and options more than anyone else. Dismissing a worker seems as easy as saying "you're laid off" but this simply is not the case. This means the supervisor can dismiss or lay off the employee whenever they want. The supervisor's rights refers to less of what the law allows the supervisor to do, and more to what they should avoid doing.