Larger companies have policy in place to decide the steps needed before dismissing an employee. By providing substantial evidence and following proper procedures when separating personnel, you have a better chance of enjoying a smooth transition without concern of retaliation or a negative lash back. However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding the small company of a difficult employee. However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding your small company of a problem employee. He can never sue us for illegal layoff if we never layoff him. It allows everyone to get back to work and stop worrying about the well-being of their former co-worker. And, you'll avoid the legal minefield which often occurs with an unceremonious separation. In other words, start documenting what you inform the worker.

Following the lay off Risk Estimate & Protection System(tm) in Chapter 4, you decide this is a medium-risk separation, and you'll offer her extra severance in return for a release. Get a legal counsellor involved right away. Give a contact person if the employee wants to discuss the lay off after the meeting. Employers who should layoff a worker who falls under protective laws may feel like they are in a tough spot. Probably, your employee or personnel manual gives you these standards. A cover story is a positive explanation for a laid off employee's departure from the business. Make it clear when the worker agrees the lackluster performance is not related to it.