Does this apply to probationary personnel? ANSWER TO PART A: "Yes." You have a legal action coming for several reasons: 1) You're firing the 2 workers because they're women and this is improper. If a human resource individual can do the task without much difficulty, then they have done the business a great service and the owner may consult them for other difficult tasks. 14) Give the worker his final paycheck and guideline severance check and say thank you for his contributions to the company. First, it is important to understand that under no circumstances should you must approach a termination when you or the jobholder are too emotional to continue rationally. Do you want to offer a benefits package and a certain percentage of pay? Therefore worker termination for alcohol abuse is bias, and you will find yourself at the losing end of a court case if you are not careful. Make it clear when the worker agrees the poor productivity is not related to it. I need to let some of my more problem employees go, but I can't layoff them for no cause.

They might display a strong work ethic, show a certain loyalty to the business and might even get along (on a limited basis) with most of their co-personnel. If you are firing an employee, the contents of your dismissal notice are important. If you follow a proper process, you'll not surprise the employee with any of this. Discuss top-line points of the separation document, if this is a condition for receiving extra severance. These are the employee's name, their title and official role in the firm, and the date and a summary of the incident. Don't e-mail (or fax her) the lay off documents until you have told her she's sacked.