That brings the owner face-to-face with the need to remove those members of the personnel that cannot adjust. o Does the jobholder have a contract (verbal or written) and is the manager terminating only for reasons stated in the contract? Never separate a worker should where others can overhear. Third, have standards in place so the rationale for layoff are legal and fair. To lay off a worker, a individual should stand strong, work within their policies, and provide a clear message to the fired employee. Write the lay off notification and separation agreement. o Who has the authority to speak to the press and take their calls. At times these are written down and other times they are "just the way it's done." Whether written or unwritten, you should find out the company's policies for dismissals. These will help set the foundation for the preparation program.

o Violence by fired employees doesn't happen often. The letter should clearly state the grievances, previous warnings with dates, and the notification is a notice of layoff. o Employer wouldn't or couldn't adapt to the jobholder's physical and mental condition. On failure at this level, you can appeal to the state court. Make sure you include the lay off date in your notice. o What's your decision on the jobholder's continuing status with the company?