You shouldn't separate a worker right away for bad performance. Remember that difficult employees can cost the company money. You should review this list before sacking someone.

You must have this package ready for the employee during the dismissal meeting. Dimissing a employee should be done with compassion and with the business in mind. Now the written notice period is over and you're ready to give her a final written warning. o The boss has lost the respect of her organization and a mutiny is likely. Most of the time problem employees cause poor work performance, and bring down the morale of the work environment. Post-layoff Procedures: There may be several different post-dismissal procedures that go with separating a jobholder during the company reorganization. Generally, this date is immediately. You must have a checklist listing any business property or assets the worker should return. She may blame you for her bad performance and conduct. Since the jobholder's lawyer can use it in legal proceedings, don't include any unnecessary information. This tells the worker where his or her shortcoming is and how you expect them to improve. Once the employee has had his or her say, management can decide whether the worker is guilty of misbehavior serious enough for termination.