Under certain circumstances employers must provide notice about a possible layoff within a certain time frame. Of course depending on the circumstances, you may eventually have to layoff the jobholder if their illness becomes a permanent condition that will not allow them to return to work. That brings the entrepreneur face-to-face with the need to remove those members of the personnel that can't adjust. The written documentation about the firing should ideally include a series of escalating discipline actions. You will be less probably to make any comment that a jury could hold against you later if the jobholder files a wrongful separation suit. This process is for firing personnel for terrible performance, repeated minor misbehavior and gross misbehavior. The remaining 7 choices make sense when you want to rehabilitate the insubordinate employee or you have a high risk separation. o Refusing to commit an improper act at the employer's request.

You should offer to hire the separated employee back immediately. You as a sole proprietor and boss want to be in total control of the termination. Then explain what severance you will give the employee and how you came to these final numbers. Other signs that you have an incompetent employee on your hands include a decrease in productivity with an increase in the number of mistakes or a worker that has frequent memory lapses. o The worker is about to get an expected financial benefit (for example vesting of stock options). You should print it on business letterhead. Your employee has the right to remain on your insurance for up to 18 month after dismissal, but he or she will have to pay the business-paid portion of the insurance.