“You’re Fired!” is such an outdated term. In today’s business lingo it is simply referred to as an “involuntary resignation”. What leads an employer to take such a drastic step in dismissing an employee? Believe it or not, the cumulative effort it takes to let someone go from a position is a lot more detailed than one might expect. For the exception of the obvious causes of employment termination, let’s explore a few of the signs you’ll need to heed when you feel like you’re on the chopping block.


Chances are, by the time an employer has made the decision to terminate someone, they have a mountain of written documentation prepared to justify the dismissal. This documented evidence typically comes in the form of the dreaded “write-up” or Disciplinary Action form. The form chronicles the policy violation and the steps taken by management and the employee to correct the shortcoming. If you find yourself receiving these write-ups on a regular basis, it is becoming apparent that you are not meeting the company’s minimum standards of employment. Instead of resenting having to sign one or several of these documents, use it as a tool to better your job performance and improve on areas you seem to be struggling with. As always, ask for help from your management team whenever you need it.


They say that no news is good news. This is not so in the business world. If you know you are not meeting company standards, it is quite possible that the employer is waiting for you to cross the line and violate your employment terms for violations which could result in “immediate termination”. Although it shouldn’t come to this, there are people in management positions who like to cut corners, avoid paper work, and are content with letting things slide until they can no longer ignore the problem. If you feel like your work is subpar, reach to a supervisor or manager and ask that you meet to discuss areas of improvement. This type of initiative may change your management’s perspective about your work ethic and may salvage your spot on the roster.


If it has come down to this, there are a few things you’ll need to be wary of. When an employer brings you in to discuss your work performance and it turns out that you are, instead, being let go, there are two ways your employer will approach it.

First, they’ll present you with job separation documents which usually include a notice of termination and some health insurance notices. Once you sign on the dotted line of your job separation notice, you’re agreeing to the causes of termination and will not be able to contend the dismissal with the courts.

Secondly, your employer may offer you an opportunity to “voluntarily” resign. If you choose this option, you cannot contend the dismissal. You may be promised that you will be eligible for re-hire after six months or a year if you resign, but that is simply a ploy to have you voluntarily leave and not hold the company responsible if the termination was wrong. They have no intention of rehiring you.

Take heed!

-Omar Tarango is a Freelance Blogger and Social Media Manager-