This chapter will ensure the worker's termination goes as smoothly as possible. Generally, 5 to 15 minutes is enough. Whether the reorganization comes from series of corporate layoffs because of financial reasons, a merger or a corporate takeover, it is no less painful for the employee. Mention the warnings you previously gave the employee and how they have lead to the decision for layoff. This would include a copy for your records and a copy for the jobholder listing the amounts stolen and how you took this from their pay.) Sever ties immediately and the employee who committed the theft will not have an excuse to return to the building. You can find a letter of recommendation template (Tool #6) following this outline in the employee Layoff Toolkit at the end of this book. You can find sample termination letters for disposition online. To remain certified, the employee must show some minimum amount of activity, such as contacting 3 or 4 potential employers every 2 weeks. The reformatory forms you complete prove that you did not separate an employee on whim or on the account of bias. o Your management and Human resources workforce who will evaluate your actions as a boss.

Through documentation, the insubordinate employee will know you're building a case on him and circumstances have gotten more serious. Once you decide this is a low-risk layoff, you terminate immediately and give your standard dismissal package to the jobholder. Write the layoff memorandum and separation contract. You can also question the worker about why he or she desires to be insubordinate to your instruction. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-jobholder, theft, threats of violence to boss or other co-personnel, or misrepresentation of themselves.