An exit interview brings closure to the employment relationship. It can be scary for many personnel personnel or small company owners. If worker is still uncertain, give him more time and sweeten the pot. A well written sacking employees guide can help to ensure you take all proper steps to prevent any unfavorable action later. That way, he or she has time to think about the layoff before going home and facing her or his family. I'm a turnaround consultant and the author of the best-selling, "The Insider Secrets to Saving Your small business: The Step-by-Step Turnaround Guide." (www.turnaroundcentral.com) In case you don't know, turnaround consultants save failing companies from bankruptcy. If you're afraid of sabotage or theft, then you must oversee the employee's pack-up.

Even when dismissing an "at will" worker, the manager must exercise care in wording the reasons for the dismissal. Also, have the dismissed worker sign off on it. Here you must describe as accurately as possible the incident's specifics. Dealing with problem employees is tricky. Before you know it, you'll have an entire crew of difficult employees rather than just one! But if you have prepared suitably before separating the employee, you'll have much paperwork ready to go. They will also back up the firm if the jobholder tries to come back with legal counsel claiming wrongful separation. As a boss, you will have to earn the respect of your personnel. If the business manages its own plan, then you have 30 days to inform the worker of his COBRA rights and the jobholder still has the same 60-day election period.