If a worker has often failed to perform on schedule, you have probably provided warning notices or counseling sessions which you have documented. In this case, an exit interview policy will make it far easier for you to let go a worker that just isn't working out for you and your business. As you write the warnings, you must show her job productivity doesn't meet your expectations and doesn't fulfill her job requirements.

As you complete the form, you should think through the worker's behaviors, how it violates firm policy and what the employee must do to change. Here are some helpful tips for addressing the worker theft punishment: In Tool #5 of the employee Dismissal Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. From our one-on-one discussion, you told me XYZ Company can help us meet our quota and get around this supply problem. Firmly, but directly, ask for the return of all company property (like keys or security cards) the employee may have in his possession. Low And Medium Risk Lay off Checklist. Here's what you should do when terminating a pregnant employee. If the worker comes back and files an illegal separation suit, like so many do, the memorandum suddenly becomes the small business's legal document. In this article, I give you a 5-step method for getting rid of a bad employee when you don't have the authority to fire. In either case, you must understand the form is a legal document. Ask about and listen for mitigating causes or for proof proving this was less than gross misconduct. Escalating discipline is not necessary for gross misconduct, such as sexual harassment, theft, fighting, or cursing out a boss.