Second, it provides you with an easy reference that ensures your remedial procedure is fair and removes the emotions from a circumstance that can cause you too be too forgiving or too harsh. The First Step When Firing Personnel: Build Your Case with Escalating Discipline. Without making it too harsh or too personal, it is important that you sum up everything that led to sacking the worker.

Since this is such an important step in the firing process, you must plan ahead of time what you'll say to the employee. Under the Federal Employee Adjustment and Retraining Notification Act, mostly known as WARN, you must provide advance notice of mass dismissals and plant closings to employees within 60 days of the termination. You can then use this documentation to cover yourself from potential legal ramifications if that worker claims discrimination. Unquestionably, if an employee's behavior is of a serious enough nature, you must suspend the employee until you can examine the circumstances. Their contract which is a legally binding document spells out their terms of dismissal. The best way to document terrible productivity and minor misconduct is through progressive discipline. You do'nt need to explain everything in writing your notification of lay off - you can refer to key dates and supporting evidence (such as, when you disciplined personnel or warned them verbally, and transcriptions of rehabilitative interviews). So it's best to treat her as a medium-risk separation and give her some extra money in return for a release of claims. These steps include deciding the day to dismiss, writing the layoff notice, ensuring your personal security and cutting the final paycheck. So how do you dismiss the high-risk employee? The unemployment commission favors the jobholder and only under the most extreme conditions will the jobholder not qualify. The employee might cry in the meeting.