You are on the road to change — you have identified the bad behavior, counseled and disciplined the employee, but the employee just can't seem to upgrade. Often the worker and the supervisor represent themselves without legal counselors. The employee may worry unemployment compensation isn't enough money or that he doesn't qualify. The employee makes too many "honest" mistakes. My processes treat the disgruntled employee with a reasonable balance between her needs and your small business circumstances.

The severance package need not be elaborate to create goodwill, but the absence of such a program will not go unnoticed by either the laid off worker or those with whom he or she makes later contact. To minimize your risk of a unlawful layoff suit, please check with a lawyer before using this notice or any sample layoff letter for that matter. Step 2: Get The Disgruntled employee's Side Of The Story. The difficult individual, it is a supervisor's worst nightmare. Many years ago, the gross misconduct definition was general. Once you notice it, you must immediately start down the path towards separation procedures. Therefore, you must always assume the older worker will sue for unlawful layoff. Remember, a court or judge can use any information contained in the letter and anything you say to your employees at the meeting against you if personnel decide to file a lawsuit or grievance against you. Your lay off notification should briefly summarize the detailed papers you collected while trying to reform this employee. The wise manager will put the employee into escalating discipline and document expectations in a clear, concise written format.