o Cancel signature authority on any bank accounts. Commonly, the employee can't sue for more than her back wages from the time of her dismissal to the rehire offer. This is especially true of loyal personnel who have done a good job but should be let go for purely business reasons. The wise supervisor will put the employee into escalating discipline and document directives in a clear, concise written format. o The employer has lost the respect of her organization and a mutiny is probably. Your report of the examination serves as your evidence justifying the dismissal.

Make sure whatever you draft is run by either your Human resources Employees or the company lawyer. Group Spirit And Productivity Drops Dramatically. Using the lay off Risk Estimate & Protection System(tm) (TREPS), you can decide the risk level for your specific case. To develop your standards for employee separation, work with your legal organization. Generally, the employee can't sue for more than her back wages from the time of her dismissal to the rehire offer. Remember a termination for cause is never anyone's fault except the worker who stepped outside the standards of the firm. Talk with your Human resources department for support. This will make the layoff much less painful, since you're showing a personal vote of confidence in the jobholder (and showing the firing is on the account of financial issues rather than productivity). You do not want to stray and give the fired employee any legal footing. This is one really good reason to separate a insubordinate employee without delay.