To keep yourself out of jail, you shouldn't call up everyone in your industry even if your ex-worker has screwed you and the company over. Inform the jobholder you're laying her or him off. The supervisor or business owner should take immediate action or performance goes down and other employees start to follow suit. o Have you removed any objects from the room which the worker could throw or use as a weapon? See Chapter 4 for documentation guidelines. Mention the warnings you previously gave the employee and how they have lead to the decision for layoff.

This is why I developed my Separation Risk Estimate & Protection System(tm) to show clients how to separate personnel with different risk profiles. Remember all of this is voluntary and you don't have to lay off if you don't want to. Step 2: Get The Bad individual's Side Of The Story. Poor job performance, poor behavior, or business changes are all valid reasons to fire employees. Many states have passed similar employee-friendly statutes which are more favorable to personnel and worse on small businesses. Whatever your guidelines, you hold ALL your employees to them using escalating discipline. o The insubordinate worker is politically "protected.". Number 7 - Decide Who Will Run The lay off Meetings And Who Will Be Eyewitnesses. Your people are only giving reference interviews for "good" ex-workers.