o Suppliers the jobholder interacted with. Often it is difficult to dismiss a worker over a single incident of insubordination. While you must advise them in person, a sample written notice or dismissal can make it easier on you and the worker. o Reactions of the press, competitors, customers and the suppliers are never as bad as you fear. o The worker is a family member. Tool #3: "Fill-In-The-Blank" Employment termination Letters. Most labor laws restrict separations involving bias as well as retaliation by the supervisor. For the most part it's only one page long with two pages being the maximum.

Once you have decided to dismiss your workers, you should decide when to let them know. You must prove the worker got the warning. Now that you have prepared all the documentation for the lay off meeting, it is time to call the worker in and notify him or her of the dismissal. You may not realize it, but a difficult individual can significantly slow down production. When she gets to her new assignment, give the supervisor plenty of coaching on handling tough personnel. Make sure the small business's attorney reviews and approves it. These notes with your separation letter should guide you through the meeting.