o When you feel the employee could "go postal" (that is, leave and come back with a gun), you should hire a security guard for 2 weeks, have him wait in the lobby and have him look for the dismissed worker. You should further back-up the employee dismissal form by added evidence such as copies of relevant written warnings and employee evaluations, as necessary. Frequently this worker thinks she has an "in" with your boss, and your employer will stop this layoff as soon as he hears about it. This includes you as the firing manager, the separated jobholder, his family and the coworkers left behind.

Unquestionably, this is only if you're going to offer this employee severance pay or benefits. You can also truthfully claim the employee was fully aware that her or his job was at risk because you have thoroughly detailed it. You should prove that you tried to help the employee increase. Talk to the lay off boss and the witness to the lay off. Then when a separation happens, make sure the lay off manager has the support of a representative from Personnel. You have several alternatives to train and help the jobholder. Remember that this person has a bad attitude to begin with. Illegal Dismissal: An Explanation. o Could the employee believe you're sacking for an wrongful, stupid or "no" reason, even when it's not true? So before terminating any employee, you should at least consult Human resources. Then explain what severance you will give the employee and how you came to these final numbers.