o Asking for equal pay based on gender. The obvious thing is to fire the bad apple without hesitation. TEST 2 - Estimate for High Risk Termination. Now, you decide you have had enough and are ready to dismiss the women. Lay off notifications should always keep a level of professionalism that paints the firm in a favorable light. Worse yet, you may be facing criminal penalties as well. o Release from non-solicitation agreements. Step 6: Write The layoff Memorandum (For Low And Medium Risk Separations Only). Rarely is a jobholder ever separated on the spot unless that worker is a threat to the safety of other personnel or involved in criminal activity. o Moving jobs to lower cost location. o Step 1: Decide whether to sack. This form includes prior warnings and the final incident which led to the dismissal.

Probably the employee feels like she "owns" this equipment anyway because it's in her home, and letting her keep it'll ease some of the sting of the dismissal. Second, it provides you with an easy reference that ensures your rehabilitative process is fair and removes the emotions from a situation that can cause you too be too forgiving or too harsh. o You must have a legitimate business need.