You must refer to these in the termination notice. This is also an important step in avoiding improper separation lawsuits. You and the employee should sign all written documents to show the employee knew of the possible lay off. Unquestionably, these incidents should occur reasonably close together to warrant dismissal.

With the first method, you redesign your organization to meet the new economic conditions facing your company and department. When you've prepared the lay off notice according to Chapter 8 standards, you have the perfect script for the meeting. No matter where you work, certain workers can never get the job done. The employee will want someone he can complain to about his old department and manager. Second, as we discussed in Chapters 2 and 3, a dismissed employee will often sue you even when dismissed for legitimate reasons. Once you notice it, you should immediately start down the path towards layoff procedures. The bruised feelings of the former employee may express themselves in ways that damage the firm. Since law will force you to give the reason anyway, you might as well include it the firing notice. Using this proven method, an employee termination will never take a jobholder by surprise. You must give this manual to each new employee when they join the company or firm. They fear the employees will purposely slow down production or will find other employment before the layoff takes place. Of course in this case you would want to say something positive about the jobholder's past performance in a more positive light.