
	Intro: Before you begin Step 1: Be sure you're sure Step 2: Be aware of potential problems Step 3: Avoid illegal termination Step 4: Build a case Step 5: Design an exit package Step 6: Hold the termination meeting








	When an employee is harming clients or coworkers (sexual harassment, dangerous work practices, and so forth), termination may be mandatory, especially if you've been made aware of the situation. Act swiftly, with the advice of legal counsel.

2torial #0955:
Learn2 Terminate an Employee (continued)

Be sure you're sure

Technically, you can terminate at-will employees just because they get on your nerves. But reality teaches otherwise. Never fire an employee in anger or on the spur of the moment. Take a step back and ask yourself if your reasons are economic or personal. Consider the following questions:

Does the employee harm the business?
Would you fire other employees under the same conditions?
Have you already taken steps to solve the problem, short of termination?
Do you have clear-cut evidence of misconduct or under-performance?

If you answer yes to all of the above, you're probably doing the right thing.

Step 2