Many companies follow the rule of seniority when lay offs take place. Therefore, you should carefully consider the contents of the termination letter and how you write it. Then the only thing left to decide is when the termination will occur. o Option 1: Lay off Right away.

The separations for company reasons are different from those for performance, minor misbehavior or insubordination. This will make the layoff much less painful, since you're showing a personal vote of confidence in the worker (and showing the dismissal is because of financial issues rather than performance). Some of these might include an IRA, tuition assistance or a yearly bonus that they employee has not yet submitted. Once you have described in detail the reasons in your letters of lay off, you can begin to help the jobholder make this major shift in their life. SAMPLE Lay off Notification TEXT If Conducting An Exit Interview. Remember this rule, "if it's not written down, it didn't happen." So without written substantiation, the hearing officer won't believe your side of the story. You must give this manual to each new employee when they join the firm or company. The employee may need this notice to get unemployment benefits. To make the meeting go smoothly, here's a pre-separation meeting checklist. Your Hr department may have a procedure for tracking FMLA leave which you and the jobholder should use. When you decide to dismiss employees, you should brush up on these laws. You should object to any hearsay substantiation he presents.