Remember people have their own personalities, which you can't for the most part change by advice from management. Using this proven method, a worker dismissal will never take an employee by surprise. You might also need to negotiate whether you will provide the jobholder with support in finding a new position. Whether it is a reality or an unforgiving worker trying to get "even", you should deal with unlawful employee termination claims before they get to court. Bad employees think they are entitled to disobedient behavior. o Employer said "resign or be sacked". With a high risk termination, the worker is likely to sue and you have little documentation to defend yourself.

She'll claim you transferred her to force her resignation and to cover your improper reasons. The manager will have to issue one of these to the worker when he or she repeats the inappropriate behavior thus ignoring the employer. This will assist you, and any other supervisor you hire, protect both your rights as an employer and your worker's rights as a jobholder. o Overall, how was it working for ABC Firm? The question I'd like you to consider is, "What would our separation package need to look like for you to fire from the company and start a new assignment somewhere else? You separate the jobholder and offer a lowball (but increased) severance package in return for a release. The process creates stress not only for the personnel but also for you, as the boss. o Ask for questions the jobholder may have about her termination and benefits. Writing a considerate and professional dismissal memorandum is difficult and writing one under stressful, emotional circumstances is even tougher.