She said you rated her below directives because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Hr did a probe showing you weren't the problem. o Employee was a victim of any other form of unlawful harassment. When you realize that sacking someone will increase esprit de corps and the small company performance, you can sleep at night. Seventh, you must only hire "good" employees which you won't be terminating anytime soon. The firing of workers is an unpleasant task for any manager. This doesn't mean you have to take it lying down. Make sure you have a guideline warning form that management uses to discipline difficult employees.

Terminating a jobholder is difficult. To make your life easier, you'll find fill-in-the-blank termination letter templates in the employee Separation Toolkit which came with this edition of the Guidebook. Many managers, owners and personnel professionals believe you need an employee handbook before you can separate someone. When writing about the reason for the employee's lay off, include specific details and examples of incidents which have led to this separation; see more about this in the next section. This isn't what you need when changing the company's strategic direction. o Worker was a victim of racial harassment. Since then, she missed the training meeting you scheduled with your previous administrator. The wrong workers and the wrong approach to sacking employees can cost a proprietor his or her livelihood. The jobholder destroys and sabotages company equipment.