With an exit interview, you interview a recently fired employee about his experiences with the firm. To avoid issues when dimissing personnel for lack of attendance, managers should keep and use consistent standards with every worker. You can then use this papers to cover yourself from potential legal ramifications if that worker claims discrimination. You could call this "preventive hiring." This means thoroughly checking references and matching skills and experiences to the job. o With high-risk separation, you negotiate a release before dismissal. With a high risk lay off, the worker is likely to sue and you have little documentation to defend yourself.

MEDIUM RISK Lay off - You offer a higher than normal severance in return for a release. Remember firing worker techniques are only successful when you treat the fired worker with respect and fairness. Tell her by following the Firm's policies and processes, you had no choice but to terminate. The lay off notification is an important part of the lay off program. Once you give the date of the lay off, provide your reasons for it. So whether you are an experienced supervisor or you are new to the position, it is important for you to know what your rights are. These may include warning forms, rehabilitative action forms, firm guidelines that show actions resulting from excessive absence as well a final paycheck or nondisclosure agreements.) o Chapter 9: Process For Conducting Low-Risk And Medium-Risk Layoff Meetings. Writing and Using an employee Reprimand Letter.