Your employees will probably have a mixture of feelings about the dismissal of the high level worker. This will only take you a few hours a night over 4 or 5 days. This is true even when they're low-risk workforce. This separation has a different set of guidelines from those of sacking an "at will" hourly wage worker. The most effective weapon you have against illegal job termination suits is clearly written firm policies. With low-risk separations you don't have many worries.

When you separate employee, it is important to remember that you have other staff members who see how you handle it. o Talks with former personnel about the severance packages they received. o The worker has received many "good" work reviews. This leads to the jobholder feeling you didn't give him his "due." In such cases, suspend the worker for 3 days with pay to let everyone's emotions cool off, carry out a fair probe and prepare a proper dismissal. o Telephone receptionist support. Remember to state specifically the terms of the nondisclosure or private ownership conditions, in case the company should file a suit against the jobholder because they break the agreement. Separating Executive Level Personnel and Benefiting from It. This will break the chain of good job appraisals which the worker could use against you in court. Please see at Tool #3 "Fill-In-the Blank Notices" in the worker Dismissal Toolkit (attached to the end of this book).