Tool #3: "Fill-In-The-Blank" Employment termination Letters. Record anything significant the fired worker said which would affect a unlawful lay off case. Never depend on the formal definition of this law to protect you from a improper layoff lawsuit. This article provides guidelines for creating and distributing such a letter. With hope of finding my practical procedure, I reviewed the current dismissal literature. Since workers will know these are stupid reasons, they will believe you laid off them for an unlawful reason which you can't talk about. They fear the workforce will purposely slow down production or will find other employment before the termination takes place. Commonly a member of the Personnel department is a good choice.

You present the letter at the layoff meeting the day you lay off the jobholder. o The disgruntled worker is politically "protected.". Since an bad employee thinks he or she makes the rules, you'll discover the employee will also decide when he or she wants to work and will set his or her own work pace. Try to remain professional and don't get offended by the statements the worker makes. Sometimes immediate lay off isn't practical. You should be aware this employee will often sue you. o Lump sum payment of severance.