Unfortunately it is easy for a dismissed at will worker to bring a case against you claiming you had no real ground for termination. This lay off has a different set of standards from those of dismissing an "at will" hourly wage worker. The next chapter gives you a procedure for estimating your layoff risk. Their contract which is a legally binding document spells out their terms of dismissal. Remember firing employee techniques are only successful when you treat the separated employee with respect and fairness.

You can cc them on the notification, and note that they should place a copy in the jobholder's file. You also attended classes given by the company at no charge to you on topics of time management and effective organization skills yet your productivity has not improved. To make an attendance separating legal, you must apply attendance guidelines evenly and not just against the insubordinate individual. Some experts advise against including the reason for lay off in this document. o The laid off worker thinks he's better than he is and can't believe he caused his own lay off. When you discuss the problem with the worker, you should also have him or her sign a document. Serious crimes include events like a high-value theft, drug dealing and bribery. You should write a dismissal notification before separating the worker. Now that you have prepared all of the papers for the dismissal meeting, it is time to call the employee in and notify her or him of the lay off. You can find a memorandum of recommendation template (Tool #6) following this outline in the jobholder Dismissal Toolkit at the end of this book.