You don't want to blame the high-risk worker for lackluster performance or misconduct. Since law will force you to give the reason anyway, you might as well include it the layoff letter. While this works for low-risk personnel, this is not the right approach for medium and high risk personnel, which are the majority of termination cases. o Who has the authority to speak to the press and take their calls. This is all the evidence you need to dismiss immediately.

On its face, this is a simple law that should work for both the supervisor and the worker. You can find a letter of recommendation template (Tool #6) following this outline in the jobholder Lay off Toolkit at the end of this book. This leads to the next item you should include in your separation memorandum, the facts. o Most importantly, he may still sue you for wrongful lay off, even if he resigns. When it comes time to sack the worker, it may be in your best interest to present all the solid substantiation you have to the jobholder during the termination procedure. Many computer experts can access a business computer network from home or an Internet caf even if the business has not set up the network to support such access. Record anything significant the fired employee said which would affect a wrongful dismissal case. o Decision: Stop the examination immediately. See Tool #3 in the worker Termination Toolkit for layoff notice templates. When there are economic rationale for separating a jobholder, consider several factors. This article will just discuss a few major ones.