www.employeeterminationguidebook.com. Please call me when you have questions about your discontinuance package and the separation document. Rule 7 - Never say, or imply, the firm is treating the worker unfairly. Of course the warnings should improve severity with each subsequent occurrence. Unless your company is small, you can't personally layoff everyone in just one morning. You must develop a worker handbook that clearly spells out inappropriate behaviors that will receive remedial action. What Disqualifies A jobholder From Collecting Unemployment compensation?

o Transfer the worker to another manager. More than likely, some will be happy to see that individual go while others will feel disappointed. Remember, the company saw potential in this employee at one time and hired the person. The difficult worker would be out-of-sight and out-of-mind. o Your employee handbook, application, offer notifications or other employee communications say you'll only separate for cause. o Witnesses to the incident triggering the firing. While it may not suit your culture or sensibilities to have a Hare Krishna among your staff, if he performs his job well, there is no legal reason for you to lay off him. To prevent this from happening, you must understand the basics of writing an employee termination letter. Or, you start the negotiations for a high-risk separation.