Therefore, Human resources professionals should be knowledgeable on both the firm's policies and the best processes for dimissing employees. These considerations help make the jobholder lay off program less painful for everyone involved. The hearing officer will sit at the head of the table, the ex-employee will sit on one side and you and your witnesses will sit opposite. The written reprimand should mention the verbal warnings that preceded it. o Registers and qualifies ex-personnel for unemployment compensation. o Replace high cost personnel with low cost workforce (note: be careful on age bias here). Unfortunately, you shouldn't say, "It's not working out," and then walk the terminated worker to door and hand-over a final paycheck. Make sure the worker can't do anything to harm the business once they learn they are longer employed. Second, draw conclusions from the evidence. Step 8: Prepare For Termination, The Final Written notice Or The worker's Resignation.

Your worker can use your favorable comments against you in a wrongful separation suit as substantiation you didn't lay off him for terrible performance and conduct, but because of some wrongful reason. Sixth, consider paying the worker's severance out over weeks instead of a lump sum at the employee's normal pay rate. o Discuss your reference policy (See Chapter 13 for more information.) Your only choice is to fire this worker. Often it is difficult to lay off an employee over a single incident of disobedience.