When you layoff for bad reasons, you'll likely be in court or settling for an absurdly big amount with the problem employee. This is a waste of the firm's money and of the insubordinate employee's potential. What to Say When Separating a jobholder in the Final Meeting. Separating Worker Techniques. Through evidence, the difficult worker will know you're building a case on him and circumstances have gotten more serious. With "Transfer the Problem Option," you reassign the employee to another individual either at your current location or elsewhere. When looking for a firing workforce manual, there are six areas you must consider. You should be honest in your assessment. o Progressive discipline is confidential and should only be between you and the difficult individual. o Option 1: Layoff Immediately.

Management expects workforce to produce quality work in a timely manner. o Change passwords and keys to the building and secure areas. So before you start a formal lay off process, review the choices in the next chapter. The final 2 chapters, 12 and 13, cover these subjects. Your workers will probably have a mixture of feelings about the firing of the high level employee.