Read the folder before scheduling a dismissal interview or "exit session" with the employee to be laid off. Terminating Executive Level Workers and Benefiting from It. Undoubtedly, I don't recommend increasing your payroll just for a lower tax rate, but you should know a larger staff doesn't hurt you. You can use a well written notification of termination to aid you deal with all problems, legal and otherwise that arise from terminating a worker. Never layoff an employee should where others can overhear. Only then can you dismiss insubordinate employees while minimizing the effects on the business. Your employee should give your fair warning that they need an extended leave of absence. Unfortunately, your continued failure to meet these directives has now resulted in separating your employment. On the same token, an employee separation notice should be clear, agree with your policy, and leave nothing to the imagination. Talk to the firing manager and the witness to the layoff. o Willful violation of safety rules. No sample written notice of separation will fit your every need.

While you clearly can't discuss the reasons for the termination with your other employees, you must call them together in a meeting and make clear the high level worker will no longer be working for the business. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you should take time to read about proper dismissal procedures. Generally, the administrator tries to resolve the different stories about the layoff. You should document all of this information in your worker separation memorandum.