In all other cases, you must do the inquest internally. This can leave you vulnerable for a suit. First, it takes much documentation to properly terminate a insubordinate worker, and at times we don't have the time or willpower to get it. Finally, when the gossip revolves around the company itself, it can cause the most damage. For example, you will likely need to draft a severance package for the worker. It means, essentially, than an employer can terminate an employee at any time without cause. In this case, an exit interview policy will make it far easier for you to let go a worker that just isn't working out for you and the business. This is not only important in the daily workplace, but also if you should dismiss a disgruntled individual. It says you must give 60 days notice of a layoff when you plan to dismiss a third or more of the personnel at any one location. It is essential to have another member of management present when dimissing employees. If you were the ex-worker's supervisor, you'll probably be your own "star witness." Since you have had the most dealings with the jobholder, you're the best individual to testify about his behavior. If you're an employer or a company supervisor, you will eventually have to lay off an employee for cause.

Last week your worker came to work reeking of alcohol, and you dismiss him on the spot. Others have a bad attitude and make it their personal mission to make everyone's life miserable. Four days ago, for some unknown reason, Jim fondled another manager's secretary while asking her for a date. Don't let the imagination of the fired employee run wild with discrimination legal action ideas.