Please don't use use 'downsizing' as an excuse for sacking difficult employees, or creating a culture change in the organization by replacing old personnel with new ones. Then you have no other choice but to terminate the jobholder. The yellow light here is to plan the lay offs carefully so that no discrimination case can be brought against you. Using the firing Risk Estimate & Protection System(tm) (TREPS), you can decide the risk level for your specific case. o Why do you think your manager laid off you? Generally when a manager fires someone, he or she has valid reasons. The memorandum should not come as a surprise.

When you follow proper procedures, separations are without risk and easy. Nothing can be more difficult then dismissing a pregnant employee. Please note in my definition I say nothing about the merit of the fired employee's litigation. Therefore, do not be surprised that firing a jobholder like this causes heartburn. The good news is, for most separations, the employee foregoes asking for legal advice, signs the first offer and gets on with his life. You're ready to write the final written notice on Sherry. You must give them the opportunity to inform their side of the story. This gives you legal evidence the employee knew why you were letting him or her go. The employee exit form and interview are important tools for business owners and managers with a departing employee.