With this extra knowledge, you'll become a more trusted firm partner and upper management can rely on you to keep the firm's separation costs as low as possible. Using methods like progressive discipline are important to turning these workers into productive personnel. You should treat the bad worker with respect before, during and after the layoff. The supervisor will have to issue one of these to the worker when he or she repeats the inappropriate behavior thus ignoring the supervisor. With hope of finding my practical method, I reviewed the current dismissal literature.

o Is there no other reasonable alternative but layoff? Termination of Workers Made Easy. My guess is you also found several other sites giving you overly simplified methods for worker terminations. o What legitimate firm need caused you to cut the job, such as a recession, a merger or a change in company direction? The first substantiation you should hold is documentation stating the personnel past productivity is poor or less then guideline. This includes writing letters for workers you fired for cause and those who were jerks. These will come back to haunt the dismissed employee in her unlawful separation case. or, you just can't stand the sight of the problem worker, then you have 2 alternatives. More importantly, you ask her opinion on improving the firm. Often, insubordinate employees realize that you are starting to build a case against them and they know that they will soon be on the chopping block if their performance doesn't improve. o Is your meeting room private and can you talk confidentially?