Read the folder before scheduling a lay off interview or "exit session" with the worker to be laid off. Therefore, you should refuse to write letters of recommendation for potentially dangerous personnel. When you requested my "Dismissal Triggers" report a few weeks ago, you probably found my web site and my Employee termination guidebook from a web search. Your employee manual should list misbehavior as one of the infractions that can cause termination.

You could, of course, sack people in a group meeting. The Family and Medical Leave Act or FMLA gives personnel job protection during family or medical emergencies. You should document all of this information in your worker layoff notice. Otherwise the jobholder will destroy the esprit de corps and productivity of your employees. Rule 10 - Make sure you document any threats or accusations the worker makes. Please see at Tool #3 "Fill-In-the Blank Notifications" in the jobholder Termination Toolkit (attached to the end of this book). You even tell him if his conduct doesn't improve he may be subject to separation. o Does the papers show clearly this separation isn't retaliation for whistle-blowing, a harassment complaint or filing of an employment action? Your Rights When Separating A jobholder. You must have a dismissal notification sample handy. Firing - This is the same as terminating.