o Cancel the jobholder's credit cards and phone cards. Therefore, you can't ask for a release in return for your standard discontinuance package. You should not only give the jobholder warnings but he or she must recognize them. These comments are not as believable as observable on-the-job behavior, and a legal adviser will use these against you in court. They give increased severance for more years of service and higher levels of responsibility.

The policy and program for filing a grievance will also be given to you at this time. When they come into your office, try not to sugarcoat, pump up, or distort the reality of the termination. o The worker has received many "good" work reviews. Make sure there are plans to handle laid off employees if they get violent in the dismissal meeting, if they decide to charge the executive suite or if they leave the building and decide to return. The next best reviewer is the bad worker's hiring manager. This is especially important if your proof for terminating involves rumors or eyewitness accounts from other workers. Now that you have prepared all the papers for the termination meeting, it is time to call the worker in and notify her or him of the firing. This means verifying there has been a refusal to follow a direct work related order as well as evidence there has been a prior warning of the consequences of such behavior. The (firm name) has tried to work with you in every way possible to develop your work skills and to meet our quality production desires. What you must want more than anything is the release of claims.