To dismiss appropriately and without worry, you must get a copy of the Employee termination guidebook. Clearly, you must protect the small business from any legal actions. The jobholder will, of course, claim the "real" reason for her separation was because she took employees' comp, and she'll get a legal counselor to sue you. Tell the accused worker and the accuser this is your finding. While the jobholder is packing up, you should thoroughly document the layoff meeting. Such personnel claim they are having fun to make it a better place to work. o A separation document you expect the jobholder to sign when accepting an increased severance package - Typically, an employee has 3 weeks to sign-up for this package. They are ruling small companies must follow accepted separation practices because this conforms to the "public good." So, even if you have only 3 workers, you could lose a wrongful termination suit when you lay off someone for an improper reason. You must also conduct exit interviews of terminated personnel.

You must treat the problem individual with respect before, during and after the firing. o Poor personal hygiene (for example, the employee smells bad). Unemployment compensation typically doesn't cover all the jobholder's living expenses, but the extra cash gives the jobholder enough time to find another job. These insights can be valuable in helping you, the organization and the company improve and become more profitable. When you separate employee, it is important to remember that you have other staff members who see how you handle it. You can lay off the employee over one incident.