o Option 10: Fire Or Reassign The manager. Unemployment benefits typically doesn't cover all the employee's living expenses, but the extra cash gives the jobholder enough time to find another job. Typically, you have 1 to 2 weeks to appeal. To get more information, I suggest you get a book on employment law or talk with your legal defender. These will help set the foundation for the preparation procedure. Step 2: Decide How To fire. This is also an important step in avoiding illegal layoff lawsuits. Name-calling, especially in the presence of other workers, is unacceptable and may result in remedial action for gross misconduct. Worse yet, this will get back to the rank-and-file and cause group spirit problems. When the manager has no documentation and gives no legitimate reason for terminating, the courts typically favor the worker. Take the time to gather necessary documentation, including a worker firing form, and call the worker in for a conference when tempers have had a chance to cool off.

Never try to separate a worker "on the fly." You are opening yourself up to legal issues and giving the jobholder ammunition to argue about her or his lay off. You will have kept the separated employee's dignity intact and not disheartened the rest of the staff. This will make the dismissal much less painful, since you're showing a personal vote of confidence in the employee (and showing the termination is on the account of financial issues rather than productivity). You may even consider giving employees a reference notice as part of their dismissal. This is especially true of loyal workforce who have done a good job but should be let go for purely business reasons.