It must be his voluntary choice or you could face extra legal exposure. This is why it's so hard to separate an employee based on "at will" alone. Before ever terminating a worker, you must set up firm policies and procedures. For example, you might say the employee caused great problems with her or his disposition and then describe, in detail, how it affected the firm. If you're a reader from outside the US, you should speak with your legal counselor as well to see what laws you should follow to have a smooth and legal layoff. Dismissing Workforce Guide: Items to Cover. Its goal is to "fix" the difficult employee. It allows remaining employees to think about the layoff message over the weekend. And, you must terminate the offending worker.

But if a verbal notice does not work then the boss must resort to a written notification notice. If, however, you fired him for repeated minor misconduct or for gross misbehavior, then the ex-worker isn't eligible. If the circumstance does not resolve itself, separation is sometimes the only solution. Just get your facts straight and create good solid papers on why you terminated the jobholder. In this case, you may have given the worker a verbal notification to upgrade within 30 days and she didn't. Another consideration would be the customers or clients the sacked worker may have dealt with.