o Decision: You can either informally counsel (Employment Termination) the

o Decision: You can either informally counsel the jobholder or give him a warning. So you can right away ratchet the discipline up a notch to a written notice. Writing a Layoff Notification the Right Way. This includes documentation of any warnings the manager has placed in the worker's file in the past, which contributed to the lay off decision. The jobholder has not been doing a good job, the employer has all the evidence of this and the employee has fair warning that it will happen. Since an bad employee thinks he or she makes the rules, you will discover the employee will also decide when he or she wants to work and will set his or her own work pace. Why Do I Need to Do a jobholder Interview? You should amend the severance agreement with any changes and get it back to the employee immediately for his signature. The jobholder layoff memorandum is the last step in progressive discipline. Note: If you have a high-risk lay off, follow the meeting program in the next chapter. The best way to do this is by getting an independent review of your supporting papers and agreement with your termination method.

Since a medium-risk employee is often litigious, you can expect threats of lawsuits and calls from legal advisers. When you layoff an employee because of failure to follow directions, gross misconduct forms can serve as your first line of defense in protecting you from a illegal dismissal suit. The same applies if you have an employee who engages in what you consider to be unethical or illegal conduct outside work, even if you hear about it — for example, drug-taking or sexual antics. So you must only inform the human resources department and any witnesses who should attend the layoff meeting.