This meeting is commonly off-site and a few days after the lay off. o Illegal discrimination against recruits, workforce, customers, suppliers. o The worker is the spouse, significant other or current romantic interest of someone important in the business. You may have work rules specific to the small company or industry which I didn't cover in my list of legitimate separation reasons. o Employee was a victim of age harassment. The purpose of this article is not to pitch you on my lay off manual and proprietary procedures, but to give you some real help with terminations whether you decide to get my manual or not. We covered everything to get you ready for the layoff meeting. More importantly, you should include facts that back up your rationale for firing the employee.

You may choose a documented reprimand letter or a letter that is a little less documented yet informative to the employee. You'll use this estimate to plan and carry out the termination at the lowest possible cost. When you're writing the lay off memorandum you must, at a minimum, cover these topics. The law considers a two-week worker notice of dismissal acceptable. For the most part, this is firing the employee. Your sacking procedure will make the method go more smoothly for the fired employee, coworkers, and the firm as a whole. Once you notice repeated bad behavior that calls for dismissal for cause, address it swiftly and do not bend. Misconduct: Stealing $5.30 from the till (Warn and then layoff on the next instance.)