Written Documentation: Do You Need It? Most importantly, someone should show them how to evaluate the firing risk and tell them what to do about it. We are all human and blatant disobedience can get under the skin of even the most professional supervisor. Step 4-You should also send a worker firing notice to all departments involved in the worker's outprocessing. Your analysis doesn't have to be much more recorded than this. You must also attach any applicable firm policies and state or Federal policies relevant to the downsizing. With a high risk lay off, the employee is likely to sue and you have little documentation to defend yourself. o The local and trade press (unlikely for most companies). Using this proven method, a worker separation will never take a jobholder by surprise. This is especially true if the new worker rejected other job offers or had to move to join your small company. Such information will serve to back-up the layoff and prove you based the firing on solid reasons and not influenced by any suspect reasoning.

You might make clear issues with attendance, demeanor, money or overall job performance. You should not display anger during the dismissal interview. To make an attendance separating legal, you should apply attendance standards evenly and not just against the bad worker. Try to remain professional and do not get offended by the statements the employee makes.