You don't want to stray and give the separated employee any legal footing. o Hire a trained security guard for a day, when you don't have your own security workers. Then inform them about their final pay and any severance packages the company offers them. What to Say When Separating a worker in the Final Meeting. o Are the reasons clearly laid out so anybody inside or outside the business would understand? That may sound strange when the character of the person as determined by his speech is already unacceptable, but if he can prove public humiliation by the way he was dismissed, you could well end up paying a huge settlement. This gives you extra time in case the lay offs spill over into the early afternoon. Now you may not offer a severance package or continued benefits for all fired workers.

o Fired worker's co-workers. Otherwise, the employee or his legal counsellor will accuse you of bias. With this edition of the Guidebook, I've included the jobholder Layoff Toolkit. These policies should include potential termination issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing company property. When you're satisfied with the risk level and the cost associated with it, follow the remaining procedure and dismiss the jobholder. You should encourage the worker to seek their own legal counsel if they're unsure about the waiver. Without sounding too rough, you should let them know that revealing this secret is grounds for separation. o Keep an open mind and your own counsel.