By putting the lay off policies in writing for everyone to read, it evens the playing field. When creating the employee separation letter and conducting the termination meeting, you should adhere to strict standards. Separating Personnel and Employer Conduct for Sick or Injured Employees. During the termination meeting, you will discuss the contents of the worker separation letter. In Chapters 6 and 7, you'll learn how to document the lay off Chapter 6 shows you how to use escalating discipline to build your case against a jobholder with a performance problem or minor misconduct. An honest response to this question will aid you gauge the morale of your team, and how your actions are influencing your workers. 7) Tell the worker, if he retaliates or threatens any of the corroborators, you'll layoff him right away. 3) Wrongdoing and gross misconduct by the employee. And have your attorney review them before using the notifications in a separation. Legal watch-out #1: Avoid saying anything in the meeting the worker might construe as illegal discrimination. As long as your workers have good work habits and show up on time, you can't layoff them for being in jail as this is bias against their crime.

As you and the employee present your evidence, the hearing officer enters it into the record. If investigation gives you enough substantiation to dismiss the employee, you must also document the layoff procedure. For example, suppose you sack someone for theft after a proper investigation and review of the substantiation. However, it is more efficient to counsel problem employees about expected guidelines of behavior, and how they have acted wrongly, before you go restructuring your organization!