Therefore, you should refuse to write letters of recommendation for potentially dangerous personnel. Similarly, extreme disciplinary action for a minor infraction can lead to a drop in employee esprit de corps and cause a fall in productivity. o Refusing to commit an unlawful act at the supervisor's request. You want these standards to list reformatory actions, possible situations that could lead to layoff, and the procedure one should go through to fire an employee. This meeting is on Monday from 8 AM to noon. You or your manager should have the right legal documents in place before you begin layoff methods. Today a layoff isn't a black mark on a jobholder's record, but just an unpleasant fact. You must recognize this feeling, but don't let it block you from staying upbeat about your company's new strategic direction. Likely this last item is the most important in whether your worker will take law suit.

On the same token, an employee termination notice should be clear, agree with your policy, and leave nothing to the imagination. You may even consider giving employees a reference notification as part of their separation. o If you're terminating the jobholder, you must prepare a discontinuance package, write a separation notice and hold a termination meeting. Only then can you layoff problem employees while minimizing the effects on the small company. This will make the dismissal much less painful, since you are showing a personal vote of confidence in the employee (and showing the lay off is on the account of financial issues rather than productivity). The Third Step With Employee termination: Schedule the termination Meeting.