Make sure that you let the worker know the disobedience will result in remedial action. Not only do you want the notification to be sensitive to the jobholder's feelings, but you also need to give detailed rationale for the firing. Otherwise you risk having the company shut down. Once you decide to lay off an employee, procrastination will only make a bad circumstance worse.

Therefore if an ex-employee is a cheat, delusional or bitter, she may decide to sue you for unlawful separation. Similar to escalating discipline, you should let the accused employee have a representative at the meeting if he asks for one. You must terminate them for business reasons not for any fault of their own. The Effective But Gentle Layoff of a worker. Whether it is on the account of a business downturn or bad behavior, you need to know the right steps to take before you even consider letting go the jobholder. This will make the lay off much less painful, since you are showing a personal vote of confidence in the jobholder (and showing the firing is due to financial issues rather than productivity). There are times when terminating someone for an unlawful or stupid reason is cheaper (in time, money and emotion) than keeping the person on. Poor job performance, poor behavior, or business changes are all valid reasons to lay off personnel. The purpose of this article is not to pitch you on my separation manual and proprietary methods, but to give you some real help with dismissals whether you decide to get my manual or not. This creates detailed substantiation that all workforce know the workplace standards. Mention the warnings you previously gave the employee and how they have lead to the decision for layoff. o Have you thoroughly recorded the company reason for the worker's job elimination and is it unlikely you'll refill this position within the next year?