o Are you sacking the employee for an improper, stupid or "no" reason? Step 4-You should also send an employee firing letter to all departments involved in the employee's outprocessing. This is why I developed my Layoff Risk Estimate & Protection System(tm) to show clients how to lay off workforce with different risk profiles. Make sure you have them review your reasons before terminating. Your remaining employees have lost their friends and coworkers. When your illegal lay off suit goes to trial, the jury will laugh at your stupid reason just long enough to give a whopping large award to your ex-employee.

The next chapter gives the 17 steps for preparing a termination. Many states once had what is called an "employment-at-will" jurisdiction. These can include lawsuits claiming you were discriminatory or claiming that you wrongfully fired the employee. The notification should carefully explain, with evidence or papers, the events that lead up to terminating the worker. o Reporting illegal aliens in the business to the Immigration and Naturalization Service (INS). Start making these plans now, but don't start giving away those duties until after the termination meeting. No one but the supervisor, the manager's supervisor and the Human resources department need to know the details. This is why you should protect yourself when dismissing a worker. Separation Questions And Answers.