Therefore, you should always assume the older worker will sue for improper layoff. You have invested time, money and effort training your personnel. You don't want to start escalating discipline and find out later your management doesn't agree or, worse yet, discover the disgruntled worker is politically "protected.". Separate Workforce with Care to Avoid Firm Troubles. Next, explain any documentation of worker counseling sessions, special training provided to resolve the worker problems. To get more information, I suggest you get a book on employment law or talk with your lawyer. The second part of lay off risk is deciding whether you have satisfactory papers. o Because she was a victim of unlawful harassment. The information shared in an exit interview can be as important as the comments you receive from your customers — even if these comments are from a fired worker. So long as no workplace bias can be proved, the firing should go smoothly. o Given how everything has turned out, what's the one thing that you must've done differently? Step 4: Call The Terminated Worker.

Bad employees think they are entitled to problem behavior. o References to the terrible performance or misconduct. o Remove the employee from phone and e-mail lists. Why are worker investigations before lay off so important?