Employee theft is like a forest lay off. Begin the program by telling the employee why he or she will no longer be working for the firm. Worker misbehavior tells the personnel personnel or small business owner the jobholder does not respect them. If you fire workforce owing to downsizing, keep the all personnel informed. Have a sample letter of disobedience on file. But before you do, you decide to ask her why her performance hasn't improved. However, the termination will not affect everyone. If you have offered it, mention you'll help every laid off employee find a new job through your network of contacts.

Better reference checking would keep dangerous personnel out of the workplace. A sacked worker is generally not angry. It's similar to the oral warning, except the tone is disappointment and more threatening. As a side note, there have been cases, tested in court in the United States, where personnel refused to carry out a directive on religious grounds and their employers terminated them for disobedience. But, if you're cutting the job on the account of economic conditions and competitive pressure, separate the worker and negotiate a release of claims after the fact. A systematic, unbiased approach is necessary. By closely following the letter, you'll know exactly what to say.