Instead of scheduling a meeting room, you must schedule a conference call which you, your witness and the employee can attend. 4) Give business grounds for the firing. In this case you won't have much trouble telling the employee that you're letting them go. Do you have trouble dealing with worker insubordination? A foolproof layoff memorandum is one of the most important documents of the dismissal procedure. Once you document the problems with the employee, you can terminate her or him if he continues to cause problems. In short, you agree not to take suit against the Firm for employment claims.

2) You must tell the worker to whom else you're offering "the package" including their ages, job titles and company units. As part of your increased severance package, you would add more time to employee's service so she can qualify for this benefit. A low risk lay off is one where the worker is unlikely to sue, and you have suitably detailed a lawful reason for separating. A well-treated ex-worker is much less probably to sue, than one who's out to get revenge. Don't e-mail (or fax her) the dismissal documents until you have told her she's fired. By following the guidelines as described in a book written by an expert in the field, you can be certain that you have followed the proper procedures and will be able to avoid a potential law suit. How To lay off Someone For Not Being A Team Player. Worker write ups are an important part of managing workers in a fair and efficient manner.