The best choice is a representative from Personnel. The employee wears you out emotionally and has done so for a long time. There are 3 reasons you must use progressive discipline. The remaining 7 choices make sense when you want to rehabilitate the difficult worker or you have a high risk lay off.

Other Considerations For Older Workers. This is because failure do employee investigations before termination proceedings can lead to lengthy legal battles - and you might find yourself on the losing end. Only in this way can you continue to employ those employees that remain with the company. o Chapter 8: Method - How To Prepare For The layoff. You must treat the insubordinate employee with respect before, during and after the layoff. Within this section, you should state that this final incident has left you with no other choice than to fire this jobholder. The day of the lay off will be emotional for everyone. Most large and small companies have a company handbook or "rules" that they let their workforce know. While some of these laws apply to discrimination, others will specify certain ways that you must treat these special groups during a terminating. Set a target date for the high-risk worker to leave the business. Provided below is a sample lay off notification for use when sacking a bad worker. The decision to lay off employees raises several different issues.