FROM THE WEB:
Of all confrontations with an employee, the response you get from firing someone is the most difficult to predict. One employee may thank you for giving him or her the opportunity Continue
RELATED INFORMATION: For a medium risk lay off, you can fire right away, but you have increased legal exposure. First, be sure that all workers who don't have a contract understand they are at-will employees. If you don't tell a jobholder the reason for the firing, or if the termination is about his conduct or performance and you don't give him the opportunity to correct the behavior, you may have a illegal separation claim on your hands. The Fifth Step When Separating Workers: Prepare Cobra Notice and Cut the Final Paycheck.

If you had the foresight to have a obviously written company policy handbook read and initialed by every employee, the procedure becomes a simple matter of following business policy to the memorandum. In a fit of rage, you terminate the worker on the spot. After preparing the COBRA paperwork for the employee, it is time to cut the final paycheck. Include a clear explanation of the policy the employee broke, the date it took place, and the reformatory action that you took. If the person refuses to sign then just note this on the notification and make sure you have a witness in the firing meeting. Employers don't know their rights, and many don't know what to tell a separated employee when he asks about unemployment. If you fired the jobholder in the morning, this meeting frequently will occur in the early afternoon. Do what is right and remove the disgruntled worker from your personnel before you are sorry you didn't. Instead of doing this from scratch, it is wise to have an employee termination letter sample to work from. In each these cases, the well-informed employer will have clear documentation the jobholder understood business policy. (When you are not the fired worker's supervisor, be sure you bring the manager as a witness.)