She'll obviously file a legal action saying the "real" reason you separated her was because she's a woman, not because she missed the forecast. You must know exactly what you are going to say and how you will say it. Of course, these incidents should occur reasonably close together to warrant layoff. Dimissing a high level worker can be intimidating if you are a small company owner or a Personnel Manager. The lay off letter should include all information on final paychecks, a discontinuance package, when health benefits will end or if the business includes a benefits package. o Replace high cost personnel with low cost workforce (note: be careful on age discrimination here). You need to nudge the original employee out the door with an increased severance in return for a release of claims. The next chapter gives you a process for estimating your separation risk. The money starts when he files the claim and isn't retroactive to his layoff date. When communicating with people outside your department, you must give them a new contact person to replace the separated worker. You may also have valuable information for the sacked employee on where they could find future employment. So after you have decided to conduct a full-blown inquest, you should suspend the accused worker with pay for 3 firm days.

This makes it clear right away what the meeting is about and the topic is serious. There are several ways to deal with gossip effectively in the workplace. This is true even when they're low-risk workforce. The worker is commonly eligible regardless of your protests.