o Trafficking in wrongful drugs while at work. o Suppliers the employee interacted with. Then when a termination happens, make sure the lay off manager has the support of a representative from Personnel. The average jury award for unlawful separation is over $500,000. Verbal warning: "You're now being place on notice that [bad behavior] is unacceptable in our department and company.

Make your argument; be recorded but concise, and go on about your small company. o Does the papers show obviously this lay off isn't retaliation for whistle-blowing, a harassment complaint or filing of an employment action? Once you get a hold of sample employee dismissal letters, you can use them as a template for all the layoff notifications you write. Since terminating a jobholder requires following several key steps, your separating workforce manual should thoroughly cover each one. This is followed by a written warning, a final written warning, and then lay off. Not only is this troubling, but fact that you need to layoff personnel mostly indicates that the company is not performing up to directives. Whether it is because of a firm downturn or bad behavior, you need to know the right steps to take before you even consider letting go the worker. The notice also gives you a chance make clear why you laid off the worker. The business of potential personnel claiming illegal employment termination is serious. Please see at Tool #3 "Fill-In-the Blank Notices" in the worker Dismissal Toolkit (attached to the end of this book).