Once the jobholder has had her or his say, management can decide whether the employee is guilty of misconduct serious enough for termination. Stick to the Facts in the layoff Letter. This refusal can be direct, such as blatantly refusing to do something you or another supervisors tells him or her to do. When we see or hear of insubordination, we may want to layoff the worker right away. Please call me when you have questions about your dismissal package and the separation agreement. You do not want to leave out key information, especially considering the company may eventually use it as a legal document. Tips for Writing an employee separation Notice. Whatever basis you choose, it must be nondiscriminatory and not based on any unlawful reasons (See Chapter 2). Tips for Firing a worker During the Business Reorganization. To keep your costs low, you should keep the high-risk worker working for you.

To develop your guidelines for employee dismissal, work with your legal department. You want these guidelines to list rehabilitative actions, possible situations that could lead to dismissal, and the process one should go through to terminate a worker. You can't dismiss an employee for taking FMLA leave. o With high-risk separation, you negotiate a release before dismissal. Their file should list out their repeat transgressions with dates and the disciplinary action the employer had to take. Note: If you have a high-risk termination, follow the meeting process in the next chapter.