When you do have problems with an employee, you must document it with the disciplinary action you took. Rule 7 - Never say, or imply, the company is treating the employee unfairly. When there are economic rationale for firing an employee, consider several factors. o 2 additional months of medical coverage. Once you terminate one set of personnel, the business desires might require more layoffs. Talk to the lay off supervisor and the witness to the termination. She then hires a legal defender to make your life miserable.

o Involvement in union activities. The moral of this story is only document when you're separating (and disciplining) for a legitimate and legal reason. Most employees respond well to a manager respectfully correcting a productivity problem before it gets worse. o Is it clear this dismissal isn't for an wrongful reason, a stupid reason or off-duty/ off-site conduct? You can prove poor productivity by setting a job standard through a job description and written expectations. When you go to write a specific notice, remember: this will likely not come as a surprise to the employee. Undoubtedly, if the worker has been sent home due to an illness or injury and has not responded to numerous phone calls, e-mails, and written letters about returning to work, this is a different case. Next, explain any evidence of employee counseling sessions, special training provided to resolve the worker problems.