3 Critical Factors You Must Consider Before Firing
me tell you about laying off and firing.
managed employees for most of my 27-year
professional career. During this time
I've had good employees. But, unfortunately,
I've also had employees that just couldn't
be rehabilitated no
hard I tried. Also, I've had to lay
off employees because of slow economic
conditions. Because of my unique career
as a "turnaround" professional,
I've been involved in over 1100 terminations.
make termination easier on you and the
employee, I've created a step-by-step system
for firing and laying off employees. I
would like to share this proven, safe and
unique system with you.
this system, you'll have all of the procedures
and options you need to make a termination
go smoothly. You'll have confidence
and peace of mind that you're doing the
take 5 minutes (or more if you want) and
read this web site. I'll tell you more
about how to properly terminate an employee.
By Dan Betts, Author of the Employee
What is your position? (Check all that apply)
Manager or Supervisor
HR or Personnel Professional
If you marked at least
one of these … then this
article is for you when you need to know
how to terminate properly.
Before firing or laying off an
employee, there are 3 critical
termination factors you must consider. In this
article, we will cover these in detail:
Fight Or Flight… How
The Problem Employee Will Take Advantage Of
Factor #2: Your Problem Employee Will
Destroy Your Morale and Results… If You Don’t
Do Something About It Today
Factor #3: The Longer You Wait… The
Harder It Is To Terminate The Problem Employee
Knowing these 3 factors will help you decide when
it's time to fire the problem employee.
Once you decide to terminate, you must
know how. You'll discover that terminating is
much easier and
less risky than you thought.
This will be the subject of the last part of
Let’s get started with the 3 factors…
(Author’s note: As
you read this article, you’ll notice I
use "he" to
describe the problem employee. Please
I’m referring to a problem employee of either
Factor #1: Fight Or Flight… How The Problem
Employee Will Take Advantage Of You
Even when you don’t
tell him directly, the problem employee always
knows he’s “on
the bubble” and may be fired soon. It’s
almost as if he can read your mind.
This wouldn’t be a problem if the employee
would take the hint and improve his performance
and behavior. But, this seldom happens because
a bad apple remains a bad apple. Instead,
notice that his behavior will get worse. He’ll
Begin an intimidation
campaign against you to save his job, or,
Become a zombie doing little work.
You’ll notice these behaviors match the “fight
or flight” response you learned in school.
If you recall, when an animal gets into trouble,
there are just two reactions, fight or flight.
As we’ve seen, your employee will react the
same way when his job is threatened.
In either case, he's taking advantage
of you and your company by taking a
paycheck and not doing his job… and this
will only continue if you don’t do
something right away. Your only
recourse is to get rid of the employee as quickly
as possible especially if your business
is facing hardship from the recent economic troubles..
Let me cover each of these reactions.
In my experience, most employees will decide to “fight” and
carry out an intimidation campaign. Sometimes these
campaigns are subtle, but often they’re very
public. Here’s what happens.
He starts politicking including telling
lies about you, turning others against you and
your reputation. He wants you to suffer
as much as possible. His goal is to build up his
base and force you to back off.
In this case, you only have one choice. You must
show him (and others) you’re the boss and
fire him right away. You
can’t have an employee
undermining your authority. His malicious behavior
justifies his termination.
Now let’s discuss the opposite reaction, “flight.” In
this scenario, the problem employee shuts down
and stops working. He’s always late to work
and misses more goals and deadlines. And, he spends
much of his time on the phone, in e-mail and
instant messaging his friends.
At this point, the employee has accepted that
you’ll eventually fire him. So, his strategy
is to drain as much money as possible out
of the company while doing the least amount
for it. In
effect, he’s daring you to fire him.
What do you do? You can try to rehabilitate him,
but the employee is now too far gone. Your best
choice is to terminate now ... but you
need to do it right.
(By the way, this is also
the best thing for the employee as well. It's
clear that he's not happy and productive. It's
to give him the push to get another job
that is better suited for him. There's nothing
in life than going into a job you hate and that
makes you miserable. You are actually doing the
problem employee a favor when you terminate.)
In the next section, we will talk about the consequences
of keeping a problem employee longer than you should.
Factor #2: The Problem Employee Will Destroy Your
Morale and Results… If You Don’t Do
Something About It Today
Suppose you decide to give the problem employee
an extra chance and let him stay with the company.
What happens to you and your good workers?
Let me give it to you straight. The employee
will poison your relationships with everyone he interacts
with including customers, suppliers and co-workers.
This is a natural outcome to being “on-the-bubble” and
having a bad attitude.
Your results will suffer because you’ll
be losing customers and suppliers… and because
you now have to spend so much time managing just
this one employee. Unfortunately, it may take you
years to patch-up these relationships.
Besides this, the employee may poison your relationship
with your other employees. Your “good” employees
will see it’s all right to act badly
and not do their jobs. Your morale will drop,
and this will further erode results.
Here’s the worst part. You’ll lose
your best performing employees. They don’t
want to work for a business with poor morale and
terrible results. They would rather work with other
winners in a positive and productive environment.
The problem employee is a cancer in
your business. This cancer spreads by turning good
bad ones and by forcing your best employees to
leave. In either case, you must
cut out the cancer at
its source before it spreads further.
In the next section, you’ll learn why cutting
out the cancerous problem employee becomes much
harder with every extra day you wait to terminate.
Factor #3: The Longer You Wait… The Harder
It Is To Terminate The Employee
If you wait to fire the employee, there is a good
chance you’ll never be rid of him.
Let me give you two common reasons this happens.
First, if you decide to rehabilitate
the problem employee, he’ll drain all the
energy from you. You’ll find yourself spending
all your time managing this one employee and firefighting
any damage he’s causing with customers,
suppliers and co-workers. Eventually, he
wears you down, but you still can’t
Why? Because firing him is admitting that your
rehabilitation effort failed. (By the way, if this
describes your situation, I want you to know you’ve
not failed. Most problem employees can’t
be saved regardless of what you do. Remember… a
bad apple remains a bad apple.)
Second, by waiting to fire, you’re
giving the problem employee time to build
a legal case against you. His strategy
is to unmask your weaknesses as a manager and document
any mistakes you’ve
made. You can tell when this is happening when
you see him taking notes of your meetings and discover
him copying important files to take home.
Soon, he’ll go to a lawyer who will tell
him how to make your life miserable.. Then, you
can’t fire him because you're now risking
a wrongful termination suit.
So why do bosses wait to
fire a problem employee… when it’s
obvious you should terminate right away?
The primary reason is most bosses have never
been trained in proper termination procedures… and
they're afraid of legal mistakes. But
don’t let this hold you back. In
the next section, you’ll discover
an easy and low risk way to terminate even
in the most difficult employees.
Now You Can Terminate Without Worry
My name is Dan Betts. I’m the Managing
Principal of Turnaround
Central, a turnaround consulting
firm in Cedar Park, Texas (just outside Austin).
Being a turnaround consultant that works nationally,
my business to know how to fire and layoff employees… in
large and small companies… in any
in any industry. That’s why I can give
you the insider’s look at the “real” issues
you face when terminating employees.
Although I’m no stranger to firing and laying
off employees, I’m still much like you. In
the past, I didn’t terminate employees as
fast as I should have. I let them walk all over
me while I gave them a “chance.”
Finally, I became sick and tired of being taken
advantage of. It became clear to me the problem
employees were taking advantage of me for
treating them fairly… and
daring me to fire them.
I hesitated to fire because I didn’t
have a consistent termination approach. One that
would keep me out
of legal trouble. I made up this wish list for my
ideal termination approach…
First, it must have practical
termination procedures and effective options you
could apply in any
Second, it must have
a method for knowing your risk of
legal action before
you terminate… and
it must tell you what to do for each risk
level. This method must be simple enough
average supervisor can use it without needing
big bucks with a high-priced employment attorney.
Third, it must give solid
recommendations for handling difficult and tricky terminations
when they are high risk.
After reading over 40 books and training manuals
on terminations, I discovered that no one had written
a guidebook which met these three important criteria.
(And, other than the information you find here,
this is still true today… even if you spend
the next week searching the Internet and your public
“Necessity is the mother of invention” –Plato
in the Republic
Because I needed this information at my fingertips,
I decided to write this guidebook myself… and
I want to share it with you. I call it the Employee
Termination Guidebook: Reliable Procedures & Effective
The Employee Termination Guidebook contains
everything I know from a 27-year career involving
terminations. It took me 8 months to write and
contains practical termination procedures, options,
tips and recommendation you
just some of the useful knowledge you’ll
discover in my guidebook…
What you must
include in the final paycheck to stay within
the law (applies to employers located in any
Five deadly errors
you can make when terminating an employee and
how you can easily avoid them.
How a supervisor,
manager and business owner can take advantage
of employment laws and keep the employee from
Ingenious tricks to
make a bad employee fire himself.
criteria you must consider before any termination.
What are the employer’s
rights and the employee’s rights during
8 point agenda
for termination meetings. Just follow this
agenda and the termination will go smoothly
Talk To A Trusted Friend
The Employee Termination Guidebook is the only
guidebook available which takes you by the hand
and shows you how to fire and layoff. I’ve
written the Guidebook in a conversational style
to make it easy-to-read and use. It’s like
talking to a trusted friend about your troubles
over a cup of coffee and getting a straight answer
about what to do.
When you’re through reading the Employee
Termination Guidebook, you’ll know
how to do the right thing.
No Legal Mumbo Jumbo
You won’t become lost
in a bunch of legal mumbo jumbo. I’ve kept
everything simple so you can quickly get the information
and continue with the termination. And, because
my procedures and options are proven, you’ll
cut your chances of legal action to almost nothing.
You can easily follow these procedures even when
you’re a new supervisor or manager. Also,
my termination methods work for businesses of all
sizes from small “Mom-and-Pops” to
Fortune 500 companies regardless of industry. This
is a universal guidebook you can use wherever your
career takes you.
In the Employee Termination Guidebook, you’ll
discipline traps an employee and doesn’t
let him escape.
48 bulletproof reasons when firing for bad behavior
12-step approach to make layoffs as stress-free
How to decide when a severance package is enough
What to tell a prospective employer when you fired
an employee for cause.
The five types of questions to ask in an exit
Suitable language to use when dismissing an employee.
How to fire for an improper reason and still get
away with it.
The Termination Risk Estimate & Protection
The Employee Termination Guidebook includes my
proprietary and trademarked Termination
Risk Estimate & Protection
System™. This system is unique. Nobody else
shows ordinary business people how to find out
their risk of legal action.
I created the Termination Risk Estimate & Protection
System™ because all the other so-called experts
treat employee terminations with “a one-size
fits all” attitude, which just isn’t
practical in the real
With my system, you classify the risk of employee
termination as “high”, “medium” or “low.” Making
this determination is easy. You only need to know
a few simple facts about the employee and the circumstances
surrounding his termination.
Here’s the best part…
Once you have made your estimate, I show you exactly
what steps to take for this risk level. This means
you won’t make a mistake and you're completely
protected. After discovering how this system works,
you’ll never be concerned again about terminating
This is especially true for difficult and tricky
terminations such as those with employees who have
special legal status… and those who take
advantage of every law and benefit. These are the
employees who never do their jobs, but always want
something for nothing. When you terminate one of
these money grubbers, my system will give
you maximum protection.
Now that you know about my Termination
Risk Estimate & Protection
System™, here are some other unique topics
you’ll get in the Guidebook…
give a termination reason? You’ll
find a surprising answer.
How to overcome political factors with your boss
and others stopping you from terminating the problem
A complete list of
64 bad behaviors you can fire immediately for.
The legal repercussions of firing and laying off
employees and how to avoid them without breaking
A simple solution to firing shortly after the
employee has given his resignation.
What to do if you prematurely fired the employee
without following proper procedures. This little
proprietary trick will save your company thousands
of dollars (if not hundreds of thousands.)
A sensitive and respectful way to get the ex-employee
off the premises.
Here’s How You’ll Use The Employee
You can use the Employee Termination Guidebook either as a training manual or a reference source.
I’ve written it so you can read it from beginning
to end like a training manual. So if your company
hasn’t given you firing and layoff training,
the Guidebook gives you peace of mind you’re
doing the right thing.
If you’re more experienced, you can use
the Guidebook as a reference source. This is your
quickest way to cut your chance of legal action.
First, read Chapter 4 to find out your risk level
using the Termination Risk Estimate & Protection
System ™. Then, turn to the proper chapters
with instructions for this risk level.
Here’s some more helpful advice and recommendations
Should you fire on the spot or should you wait?
I give you some reliable advice.
What a lawyer never tells you about employee terminations.
How to build an airtight legal case against a
11 effective alternatives to termination you should
How to fire and not breach anti-discrimination
The secret of using progressive discipline to
fire an employee.
A perfectly legal way to give a high-risk employee
Stay Legal In All 50 States Including California,
New York, Texas, Michigan, Pennsylvania, Illinois,
Florida, Virginia, Ohio
and each of the remaining 50 states.
I have studied the employment laws for every state.
It’s clear from my research that California
has the toughest employment laws and the Deep South
has the easiest. But, even in the Deep South, the
employment laws are getting tougher everyday as
activist judges are creating employee protections
from the bench that rival those in California.
With this in mind, I created my termination procedures
to keep you legal
regardless of which state you
work in. When you follow my recommendations, you’ll
be “OK.” You can stop worrying right
now… you’ll never cross some legal
line and give your ex-employee grounds for a lawsuit.
Here’s What Else You’ll Discover
As you know, I’ve loaded the Employee Termination
Guidebook with tons of reliable procedures, effective
options and practical recommendations that apply
anywhere. But, I’ve haven’t covered
everything so far, there’s plenty more.
Just take a look at this list…
legal way to completely avoid wrongful termination
A proprietary 10-step process for investigating
gross misconduct and how to use this investigation
to justify a bullet-proof termination
Answers to 6 common questions you may get during
a termination meeting.
How to terminate a problem employee when you have
findings about terminations and how to cut
When you must give a fired employee his final
The number one mistake people make when giving
A complete procedure
for mass layoffs including how to select employees
for layoff and the preparation of severance
How To Get The Employee Termination Guidebook
Since you have read to this point, you obviously
know the value of the Employee Termination
You’ve read the many bullets points about
what’s in it.
You know the Guidebook shows you how to terminate
properly. You’ll avoid legal troubles and
worries. And, you know the procedures and options
are easy-to-follow with simple steps.
You also understand the Employee Termination
Guidebook is unique. It’s the only guidebook available
which gives you the proprietary and trademarked
Termination Risk Estimate & Protection
By using this simple system, you’ll know
how to handle difficult terminations especially
those that are high risk like minorities,
women, pregnancy, older workers, disabled, worker’s-comp-related
and other tricky terminations.
To protect yourself, you can get the Employee
Termination Guidebook for only $247. It comes in
an Avery binder with an attractive cover that you
can read in bed or put in your briefcase for a
Or, if you don’t mind scaring your employees,
you can display it prominently on your desk at
work. I say this half-jokingly, but you might find
it proper to put the binder on your desk the next
time you meet with your problem employee. This
will tell the employee that he better improve
right away or he’ll be out the door.
I also give you an added e-book copy you can download
instantly from the Internet. This e-book is helpful
when you have an “emergency termination” and
need this information right away. Also, you can
read it discreetly on your work computer.
The e-book comes in standard PDF format and uses
the Adobe Acrobat Reader which you probably already
have on your computer. And, if you don’t
have it, you can download the Reader free from
The e-book works well on either Windows-based or Macintosh-based computers.
Since I’m giving you both hard copy and
e-book versions, you are getting two books
for the price of one. To ship the hard
copy, there is a $20 shipping charge for US shipments
elsewhere. Also, when you need confidentiality,
we’ll ship the hard-copy manual to your home
at your request.
Payment is easy. We accept all the major credit
cards. (Sorry, we don’t accept
If you’re ready to stop the employee from
taking advantage of you… and ruining your
department and company, click terminate
now without worry to get the Guidebook.
The price of the Employee Termination
Guidebook compares favorably to similar instructional materials.
You’ve probably seen 1-hour training videos
on employment topics priced at $495 to $695. And,
these only give you an overview, while my Guidebook
is a complete manual showing you exactly what
Also, think about the legal costs you are saving.
With the Employee Termination Guidebook, you can
now save large attorney fees. You won’t have
to run to the employment lawyer every time you
have a question because my Guidebook gives you
the answer. You’ll easily save
at least $1000 with just one termination.
When you consider all the value you get, the
Employee Termination Guidebook is a bargain.
If you’re still on the fence, let me sweeten
the pot even more for you with my Toolkit...
A Toolkit To Make Employee Terminations Even Easier
To make this transaction an even better bargain
for you, I’m including the Employee
Termination Toolkit as a free
bonus when you get the Guidebook
today. This is a limited time offer.
Since I sell this toolkit separately for $347,
you’re getting a great value. You can see
the sales page for the Toolkit here.
Let me give you a summary.
You'll get these tools
with the Employee Termination Toolkit:
Tool #1: Top Ten Most Difficult Terminations
And How To Handle Them Like A Pro
Tool #2: Employee Warning Form To Document
Bad Performance And Misconduct
Tool #4: Separation Agreement Template
To Cut Your Legal Risk
Tool #5: Sample Exit
Interview Questions For Firings, Layoffs
Tool #6: Template For Quick Letters Of
Tool #7: Termination
Checklists For Firings And Layoffs
These tools make your life much easier when you
terminate. They do the hard
work for you. To get professional looking, legal
termination documents, you just fill in a small
amount of information.
I also give you exclusive download access to
these tools (Microsoft Word format) from our website.
This means as soon as you get the Guidebook and
the Toolkit, you can start using the tools in your
own documents right away.
Let me tell you a little more about Tool #1. It’s
an important set
of guidelines for ten
difficult situations. Here’s
the Top Ten:
How to fire the employee who tells lies
How to fire a difficult but hardworking employee
How to fire a troublemaker
How to fire an underperforming
or "resistant-to-change" older employee
How to fire the gossip and the bad mouth
How to fire the frequently absent and tardy
How to fire a disgruntled employee with a bad
How to fire someone for not being a team player
How to fire an employee for off-duty behavior
How to fire the underperforming,
chronically sick or disabled employee (including
how to handle workers’ compensation
For each of these hard situations, I show you
how to get rid of this problem employee with a
minimum of risk and effort.
Why Am I Giving The Toolkit Away For Nothing?
I’m offering you this Toolkit as an ethical
bribe to encourage you to try the Employee
Termination Guidebook. If I can create
a high enough value, you’ll have no choice
but to get the knowledge you need to
terminate properly. But, I don’t
want to be taken advantage of indefinitely, so
please be aware I can pull this offer for the free
Toolkit at any time.
If you wait to get the Guidebook until
tomorrow, you may lose out on
getting the $347 Toolkit free.
Try The Guidebook & The Toolkit Now --
Can Decide Later
I offer you a long 90-day guarantee. This means
you have absolutely no risk in this transaction.
Let me explain.
100% RISK-FREE GUARANTEE
won’t consider the purchase binding on your part
until you have tried my procedures and methods for
90 days and until you can honestly answer “yes” to
these 4 points…
1. You know how to properly
terminate an employee.
2. You can estimate the risk
of legal action and can take countermeasures.
confident you can handle any firing or layoff scenario
having fun at work and sleeping better at night
longer spend negative energy on a problem employee
or mass layoff.
If you can’t answer “yes” to
each of these points at the end of 90 days, please return
the hard-copy manual and ask for your money back. I’ll
give you a prompt refund of your purchase price and shipping
Since I care about your time, you can keep the e-book
version as my gift to you for trying the Employee
Termination Guidebook. This means you
come out ahead even if you decide to return it.
All the risk is on me and you can’t lose a thing.
THREE FULL MONTHS - COMPLETELY
You may be wondering why I would offer such a
strong guarantee. Frankly, I have nothing to fear.
I know my methods work from helping thousands
of employers. And, I know that you’ll
with the results.
In less than 5 minutes…
Ordering is easy. It only takes two or three minutes.
Let me guide you through the process.
First,click on the link below.
Next, you’ll see the No-Risk Acceptance
Form. Here you put in your credit card or Pay
Pal information. Your information is safe because this
page encrypts your personal data so no one can
read it except us. You then hit the “place
order now” button at the end of the page.
After hitting the button, a page will come up
immediately with a link to download the Guidebook
and Toolkit e-book.
Imagine you’ll be reading the Employee
Termination Guidebook and using the
Toolkit in less
than 5 minutes from now! And, you’ll get all the
benefits of the Termination Risk Estimate & Protection
System™ right away.
And, we'll send you the hard-copy manual the next
business day. You’ll normally receive it
in 3 to 4 business days.
Paper + e-book versions of the Guidebook with
free $347 Toolkit (limited time only)
Why You Must Take Action Right Now…
Will Get Worse
Let me give you a
brief recap of this article…
Your “on-the-bubble” employee
is likely taking advantage of you right now. He
is daring you to fire him and is not respecting
And, because he knows that he’s on the
bubble, the problem employee will start telling
lies about you, turn others against you and will
your reputation. If you don’t take action
right now, he’ll continue to take advantage
and make things worse on you.
Because of your continuing trouble with the employee,
the results and morale of your business will
begin to suffer. Why’s
that? You are
now focused on the managing this one employee instead
of running your business. And, the employee through
his own incompetence or, more likely, through his
active sabotage is destroying morale and results.
don’t fire him soon, you’ll
lose your good employees who would rather
work in a positive and productive environment.
Probably worst of all, the longer you wait… the
harder it is to get rid of the employee. If
you don’t fire him immediately, you’re
giving him time to build a legal case against you
and your company. He’ll start asking to
see his personnel files and taking notes of every
conversation. Before you know it, you’ll
have to keep the employee because your lawyer will
tell you it’s too risky to fire him.
Then what are you going to do? You
fire him, but he’s destroying your results
and causing good people to leave… and he’ll
continue to take a heavy personal toll on you,
too. Because you waited, there is no good answer.
This is why it’s so important to take
action now before everything gets worse and
before you lose your chance to fire him.
The good news is you don’t have to let everything
get worse. You can take action today.
The easiest and best way to do this is to get
the Employee Termination Guidebook and the free
$347 Toolkit right now. With these instructional
materials, you’ll follow proper termination
procedures that will keep you legal in every state.
And, you know this is the only place where you
can get the proprietary and exclusive Termination
Risk Estimate & Protection System™.
By following these simple and proven procedures,
terminating will be easier than you thought possible.
Best yet, you’ll save at least a $1000 in
legal fees. The $247 price of the Guidebook is
small when you compare it with how much it’ll
save you in time,
money and worry.
And, remember you can’t lose on this transaction.
With my guarantee, you have a long 90 days
to try the Employee
Termination Guidebook before deciding
if it’s right for you. If not, you can return
it and get back your full purchase price including
the shipping charge.
Considering all this, naturally you'll want to get
the Employee Termination Guidebook now before
the problem employee makes everything worse. You’ll
download the e-book instantly so you can start
right away and the hard copy will come in just
a few days.
Imagine in just a few minutes after ordering,
you’ll discover the exact steps you must
take to terminate your problem employee without
worry and fear… and you’ll sleep
better beginning tonight.
Get your copynow of the Employee
Termination Guidebook and the free $347
Toolkit (for a limited time) at this link
Dan Betts, Turnaround Central Author, the Employee Termination
Employee Termination Toolkit
don’t have to take it anymore!”
I’m Dan Betts. Thank you for taking the time
to review my website. I hope you
found it helpful.
When you need to know more about
how to fire or layoff, please consider
my Employee Termination Guidebook.
As you’ve heard from several
clients, the Employee Termination
Guidebook really does work and it’ll
solve your employee problem.
If you’re still in doubt,
remember you have 90 days to return
it for a full refund including your
shipping charge. You should feel
comfortable that if for some reason
my method doesn’t work for
can get your money back.
You can’t lose anything.
The only way you can lose is by
not trying the Guidebook. Here’s
why. If you don’t do something
today, your problem employee will
only get worse and harder to get
rid of. How much more is your problem
employee going to cost you in terms
of money, frustration and time?