You should clearly make clear the problem and make the jobholder aware of the consequences if he or she does not change their behavior. Layoff Preparation Procedure. You must identify a pattern of inappropriate and problem behavior in your employees. When their skills and experiences don't fit the specification for the new job, you must lay them off regardless.

Oral notification: "You're now being place on notice that [bad behavior] is unacceptable in our organization and company. Otherwise you risk having the small company shut down. You may have to do a small investigation to prove where the lie came from and what he said exactly. o A coworker could train and coach the jobholder. Use these sample termination letters as a standard for drawing up dismissal letters for your business. Otherwise, your problems will spread to their coworkers or cause major disruptions in your small company operations. Of course the warnings should improve severity with each subsequent occurrence. Layoff forms are useful whether you must write a lay off memorandum or to write up an incident for the employee's permanent file. Make sure you list telephone numbers useful for the jobholder. You should negotiate the employee's resignation and give him a big severance package in return for a release of claims. o Has the manager estimated the lay off risk appropriately?