Before writing this notification, you must gather as much documented substantiation as you can to support your case. As is often the case, if you feel that they worker is not sincere, then it's time to start the termination process. As you may recall from Chapter 4, a high-risk separation is one where the jobholder will sue for illegal termination (if you lay off him) and he'll win in a court trial. How to Layoff an employee Step 3: The Exit Interview. For example, you can't terminate an employee for: And, you do this 3 times before you terminate her. Besides a few good examples, the policy should also include templates for layoff notices and any other forms you may need to use in the lay off program. If the jobholder refuses to sign, have a neutral third-party, preferably an Human resources representative, sign to this effect. (Likely, her manager told her about the exit interview in the dismissal notice and meeting.) You must make the call the day before the meeting, if possible. In particular, follow-up when the employee gives you important information which could help the company in a illegal termination suit. Employee rehabilitative forms have many uses for you as a entrepreneur or Personnel Manager. According to our business policy, I'll be placing a copy of this written notice into your permanent personnel file.".

Therefore job termination for alcohol abuse is discrimination, and you will find yourself at the losing end of a court case if you're not careful. A bad individual who continues with bad behavior will almost never just go away. However, regardless of the outcome you must document the incident in your own employees files so you can reference if it reoccurs. Get an independent review of the termination decision.