You must list any monetary compensation and employee benefits packages for the former worker. When both supervisor and parting worker sign the worker lay off form during the exit interview, with grounds for separation soundly documented, the boss is far better protected from later wrongful claims than he or she would be without such evidence. This is why I developed my Dismissal Risk Estimate & Protection System(tm) to show clients how to layoff personnel with different risk profiles. You must take a few precautions and then decisive actions when dismissing workers for sexual harassment. Unfortunately, you'll find written contracts and union agreements are relatively binding. You need this when warning and terminating personnel. You have a 70% chance of losing any improper lay off suit.

Without strong guidelines for worker termination, you will find it difficult to fire the problem employee quickly enough. Frequently, giving the worker fair warning about the consequences of the disobedience will be enough to correct the circumstance. You will need it if the employee files a law suit or grievance for a wrongful dismissal. Unless the worker has gotten violent in the meeting, don't have security escort her from the building. o Using company's computer, copier and other assets in an wrongful scheme. The jobholder is not performing up to the job description after adequate time to learn the job. The firing and reprimand notices need to be precise and represents the professionalism of a business's policy. Record anything significant the fired worker said which would affect a unlawful lay off case.