How to Ready, Aim, Fire Someone (Part 5)

Pink slipWe’ve covered quite a few details along our uncomfortable path that leads to the termination of an employee. As long as your reasons are valid, you can’t beat yourself up too much. As we’ve mentioned previously, provide honest feedback and written warnings that are very specific. Don’t make it a painful surprise, if you can avoid it. That brief-and-to-the-point meeting is coming to an end, but unfortunately, the employee hasn’t left the building just yet. One more important task to complete.

Get it in writing
Signing a releaseBefore your soon-to-be former employee leaves their exit interview, I recommend you have them sign a release of liability. If you have an attorney, I’d get one drafted up. It’s fairly boilerplate. You can probably find one on the Internet, if you have to. Some employees may be reluctant to sign it, not because they’re planning to sue you (hopefully that’s not the case), but because they don’t understand it. Do your best to explain the document. If necessary, encourage them to have it read by their attorney. You can also offer an incentive to sign it – perhaps an extra week of severance pay. Again, check with your lawyer to see what you can and can’t do. As I’ve mentioned before, better safe than sorry.

Protect your businessBottom line here – Cover your…you know what. When an employee is fired, there are so many things that can go wrong. Document everything, have a witness during the meeting and get the release signed. Protect yourself and your company.

If you have any comments, please write them below. If you’re interested in a
consultation or have questions, please email me at


One Response to “How to Ready, Aim, Fire Someone (Part 5)”

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