These will come back to haunt the fired (Laying Off Employees)

These will come back to haunt the fired worker in her illegal termination case. You should not give an employee whom you lay off "for cause" any recommendations. Tell the worker you're laying him or her off. The ex-worker's legal counselor will use it against you in court. Once you see repeated bad behavior that calls for lay off for cause, address it swiftly and don't bend. Well-written notices of dismissal can ease the pain of sacking. Most juries find it insensitive to separate a worker while she's away on family leave, medical leave and disability. o Job loss due to cost cuts. The decision to sack employees raises several different issues. The discontinuance package need not be elaborate to create goodwill, but the absence of such a program will not go unnoticed by either the fired worker or those with whom he or she makes later contact. The written warning template we provided shows simple and formal way to tackle bad-behaving or errant workforce.

o Have a glass of water available just in case you get dry mouth during the layoff meeting. So, while it may be difficult to file a worker, particularly if you have formed a relationship with that person, you should consider your small company and your other personnel. Your exit interview policy should include precise steps you, or any supervisor, must take when terminating a worker. o Using firm's computer, copier and other assets to run worker's small company.