How to fire Your Employee
Provide a written warning to the employee. This
is the evidence step that you as the employer documented their work performance
problem. The written warning should be direct and clear to the point
with both their work performance concerns, and correction steps you expect to see from the employeeb.
Tell the employee that they are on the last step in the company’s disciplinary process. Ask the
employee to sign that they received the written warning. Many employees are concerned that by
signing the written warning they are agreeing to what it says, so they refuse. Inform
them that by signing, they are only acknowledging that they received it.
In completing the verbal and written warning make
sure you watch what you say to the employee. Avoid any language that might be
interpreted as discrimination by the employee. If you feel that the employee
might raise issues of discrimination based on age, race, or sex, have a human
resource manager or upper manager in the room as you present the verbal or
Have a short termination meeting. Tell the employee why they are being terminated. Explain to the
employee any benefits that the company can offer, such as, offering their last pay
check, how long health benefits will last, if they can still access
the company’s employee assistance program, and how future job inquires will be
handled. Give the employee a company contact person that they can call
if they later have concerns or questions about the termination.
Have someone walk the employee to gather their personal belongings and escort them
off the property.