Workplace performance will decline and your good workers will suffer. When you give someone a choice of "resign or be dismissed," it seems like you're doing him a favor. Remember, your workforce are watching you. Therefore, you singled out his client and laid off him for an wrongful reason. My guess is you also found several other sites giving you overly simplified processes for worker terminations. The next chapter gives you a method for estimating your lay off risk. You should have a separation letter sample handy. When your business must comply with WARN, employers should provide notice if a site will be shutdown and that shutdown will result in an employment loss of 50 or more employees during a 30-day period. The termination supervisor is under a ton of stress and, like so many of us, never thought he or she would be in this situation. Since lay off is always an emotionally charged situation for both the supervisor and the worker, you might include some special instructions for the manager. o Has the employer followed the business's policies and procedures?

This will reduce surprise and anger when the firing happens. The employee has not been doing a good job, the boss has all the proof of this and the jobholder has fair warning that it will happen. You should explain the problem and how you expect the worker to fix it. Such information will serve to back-up the lay off and prove you based the layoff on solid reasons and not influenced by any suspect reasoning. o Option 1: Separate Immediately.
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