Second, don't worry about acting like a legal counsellor in the meeting. You must give copies of all written warnings to proper heads of organization, management, and of course the jobholder. Normally, you use escalating discipline with the worker who has performance problems or repeated minor misbehavior. Your problems with this worker may be ongoing. o Wrongful discrimination against recruits, personnel, customers, suppliers. o What legitimate firm need caused you to cut the job, such as a recession, a merger or a change in business direction? With low-risk terminations you don't have many worries. This can be notifications or reprimand, quality assurance reports, or statements from supervisors. o Refusing to lobby on the company's behalf.

On such occasions, it is best to have a sample employment termination notice already available. You should fight the claim if the jobholder resigns from the business. Since separation is always an emotionally charged situation for both the manager and the employee, you might include some special instructions for the supervisor. Well-written notices of dismissal can ease the pain of sacking. Only in this way can you continue to employ those employees that remain with the business. Generally, the administrator tries to resolve the different stories about the firing. This knowledge will help you plan your strategy for getting rid of the bad employee.