1) Introduce the witness to the jobholder and stop small talk. Following through with corrective measures taken with the employee. It's unlikely you'll have a violent terminated worker since most handle the firing calmly and maturely. Is the termination justified given the employee's tenure with company, past productivity history and recent documentation of productivity problems? A good company has employees that are willing to cooperate and do their job the best they can. If the worker has received good past job appraisals, you need to take more time with the layoff.

If the jobholder sues the company for improper termination, the notification becomes a legal document. In addition, most of your top performers will take a package because they can easily get jobs outside your small business. In this case, an exit interview policy will make it far easier for you to let go an employee that just isn't working out for you and your company. Depending on the state, the penalty may not exceed 15 days at the worker's average daily earning rate as well as double any statutory costs, pay-outs and besides any reasonable legal adviser's fees paid by the worker. A company has requirements and desires to fulfill. Don't ignore it because you fear an explosive situation as your problems will continue to grow worse. If you lay them off owing to a business restructuring, they will leave on better terms than if you separate them for violating company policy. It's a bitter pill to swallow and sends a bad message to your productive employees, but at times it's the only action you can take. In it, you must list facts and back up the rationale for dismissal.