Then you must give one copy to the employee and keep another one for your records. The notice should not only present the firm in a good light, but it also removes any loopholes a former worker could take advantage of in court. Your negotiation partner will either be the jobholder's legal adviser or the jobholder directly. When developing your sacking disabled worker polices, it should be similar to those you follow for dimissing your other workforce. Without making it too harsh or too personal, it is important that you sum up everything that led to dimissing the worker. Use these sample layoff letters as a standard for drawing up dismissal notifications for your small business. To make your life easier, you'll find fill-in-the-blank layoff memorandum templates in the jobholder Lay off Toolkit which came with this edition of the Guidebook. Then, put it aside and reread it the next morning. With a good memorandum, you can uphold a calm, professional manner no matter what the worker says or does in the dismissal meeting. No jury will find it reasonable to fire a worker for some isolated events.

You should ask the terminating boss for a recap of the layoff meeting and the events leading up to it. The company can use this papers if the employee files a law suit. This is all part of the hiring and separating a worker. Regardless of whom is in charge of supervising the worker, everyone responsible must be aware of proper evidence procedures. Please don't use 'downsizing' as an excuse for terminating insubordinate employees, or creating a culture change in the department by replacing old personnel with new ones.