Whether you fire employees for performance based reasons or on the account of business wide lay offs, this particular chore is never one to approach lightly. To give yourself your own legal recourse, make sure you always use a well thought out, professionally written notification of layoff. The legal defender will remind you Rick returned from 2 weeks of jury duty about a month before you dismissed him. Your negotiation partner will either be the jobholder's attorney-at-law or the worker directly. You must lay off them for business reasons not for any fault of their own. The law considers a two-week worker notice of separation acceptable. Certainly the warnings should improve severity with each subsequent occurrence. This questionnaire asks you the reason for sacking the jobholder.

The boss does not necessarily have to write this notice although they can. Your only choice is to act on his maliciousness by firing him immediately, because you can't have an employee undermining your authority. Whether the reorganization comes from series of corporate dismissals because of financial reasons, a merger or a corporate takeover, it is no less painful for the worker. Then the employer should resort to progressive discipline with the jobholder. o Does the worker have a contract (verbal or written) and is the manager dismissing only for reasons stated in the contract? You, as a manager, must know your personnel. They hire help once their company becomes successful and they can support a full-time worker.