Some states do have requirements about content and formatting of separation agreements. You business should lay off one of its personnel and the entire workgroup is feeling the effects. Such workforce leave the employer or owner only two choices-rehabilitate or extricate. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-employee, theft, threats of violence to supervisor or other co-workers, or misrepresentation of themselves. When there are boundaries out in the open between an employer and worker, they will be much less probably to try to push the envelope. Note: If you have a high-risk termination, follow the meeting method in the next chapter. These will come back to haunt the dismissed employee in her unlawful separation case. You may have work rules specific to the company or industry which I didn't cover in my list of legitimate lay off reasons.

This is important since you must protect yourself and the company against potentially costly court battles. Seventh, you should only hire "good" personnel which you won't be firing anytime soon. With insights gathered from talking with the accused employee, you'll now ask better questions than you did from your previous meeting. These are the subjects of Chapters 9 and 10. You have a 70% chance of losing any illegal dismissal suit. The tone of your lay off notice should be firm and not unkind, but at the same time you should not include any tone of apology (unless undoubtedly you're downsizing, which is a different case). Normally, you use progressive discipline with the worker who has performance problems or repeated minor misbehavior. You can also talk with a legal adviser and ask her or him to create sample employee termination notifications for you.