You can also use this meeting to gather insight from dismissed workers. The letters have different content and you can use them in a way that judges and legal advisers will consider as legal documentation. Make your argument; be documented but concise, and go on about your small company. Unfortunately as a supervisor or entrepreneur, you will eventually come across this problem. Your exit interview policy should include precise steps you, or any manager, should take when separating an employee. o Replace high cost workforce with low cost employees (note: be careful on age discrimination here). Lackluster performance is as simple as it sounds. You can then use this evidence to cover yourself from potential legal ramifications if that worker claims discrimination. Since law will force you to give the reason anyway, you might as well include it the firing notification. Second, the jobholder is unlikely to sue and you have inadequately documented a legitimate reason.

You must not display anger during the lay off interview. Therefore, you might as well tell them as much as possible to help control their fears. When you can't afford a large severance package, you must look for ways to invalidate the employment contract. Sometimes managing a jobholder is difficult because this person's personal life is affecting her or his behavior at work. The jobholder must sign written warnings and this serves as recorded substantiation that he or she was aware of the problems. This will stop an ADEA unlawful lay off claim.