Never say you disagree with the lay off. These will come back to haunt the sacked employee in her illegal dismissal case. Unquestionably, this is all nonsense because you have told your boss before separating the jobholder. Then you can use that sample letter each time you need a good one when making a separating for cause. Remember his termination has nothing to do with his performance and conduct.

The most effective weapon you have against illegal job termination suits is clearly written firm policies. That said, your should note rude remarks suggesting a jobholder's refusal to comply with a supervisor with a verbal warning, a written notice, or a first time written warning. Treat this as you would any other major change within your department. The jobholder will, of course, claim the "real" reason for her lay off was because she took workforce' comp, and she'll get an attorney to sue you. No matter how small the change, your workers will now feel insecure and often even resentful. They are not commonly in the layoff supervisor's direct chain of command, so the employee may feel more open to discussing departmental problems. o References to the poor performance or misbehavior. Often, senior executives have contracts which specify the conditions for layoff. o Getting drunk at the company party. o From talking to the accuser and the accused employee, is it probably the worker had gross misconduct?