Dimissing Personnel with a Professional Outlook. When there are economic rationale for firing a jobholder, consider several factors. Why is it the worst workers, the ones that you simply must lay off, are always the ones most likely to sue you?

sample employee separation notification. With hope of finding my practical procedure, I reviewed the current separation literature. The employee's attorney will have difficulty arguing this manager was prejudice since he hired the employee. My procedures treat the insubordinate employee with a reasonable balance between her needs and your company circumstances. There is nothing to apologize for as you made every attempt to work with and help the worker before separation. You don't want the appearance you were out to "get" the problem employee. While you'll need to change it for each dismissal, a sample letter will aid you avoid mistakes and set a professional tone for this important legal document. When you draft the sample notice of lay off for a jobholder remember to keep it strictly company. This will make the dismissal much less painful, since you are showing a personal vote of confidence in the jobholder (and showing the layoff is due to financial issues rather than performance). While you clearly can't discuss the rationale for the firing with your other workers, you should call them together in a meeting and explain the high level worker will no longer be working for the company. No jury will find it reasonable to lay off a worker for some isolated events. You get the difficult worker out of the building with little disruption, and you don't have to worry about a half-million dollar law suit.