Once you have these policies, all managers should follow them consistently. The Age Bias in Employment Act (ADEA) protects personnel 40 and over from layoff due to age and outlaws compulsory retirement. WARN stands for the employee Adjustment & Retraining Notice Act of 1988. Your tone in a oral notice should be "helpful" not "threatening." For example, you must say, "With these corrective actions, I'm sure your productivity will improve." This is better than, "If you don't make these corrections in your behavior, you'll force me to evaluate your 'fit' with the firm.". Or, you could just put notes on their desks or in their final paychecks. This is why discussing terminating employees and employer conduct go together. o The adequacy of your papers about the employee's bad performance and misconduct or the firm reasons requiring the job elimination.

You get the insubordinate worker out of the building with little disruption, and you don't have to worry about a half-million dollar suit. Not only should you follow all methods for rehabilitative action or warnings, but you also should write everything down. You also attended classes given by the company at no charge to you on topics of time management and effective organization skills yet your productivity has not improved. Under Supervisor's Directives, you give the employee the measurable goals and behaviors which serve as the productivity standard. Therefore, you can't ask for a release in return for your guideline severance package. o The employee knew you could fire him for violating the rule or instruction. o For lackluster performance: You fairly evaluated the employee against a reasonable job guideline or expectation. You can also truthfully claim the employee was fully aware that her or his job was at risk because you have thoroughly documented it.