Question: What if you, or a subordinate, layoff a problem employee without following proper procedures? Your Hr department may have a process for tracking FMLA leave which you and the worker should use. This notification is general and like all general sample dismissal notifications that you'll find on the 'Net, you are risking a wrongful termination suit unless you have a good understanding of employee dismissal law. While we all know Human resources (Personnel) must be involved with employee terminations, I've never seen an article listing the roles a Personnel professional takes during a separating. Once you have the substantiation you need to take action, don't hesitate. To get more information, I suggest you get a book on employment law or talk with your legal adviser. Only terminate a probationary worker for a clearly documented, legitimate and fair reason.

o Option 10: Terminate Or Reassign The boss. Similarly you should right away deal with other problems like insubordination, trouble with coworkers or any behaviors that violate company policy. You'll also use this papers when writing a layoff memorandum. This will normally make a legal action or a threat of one disappear immediately. Unfortunately, these are the workers you are most desperate to fire. The yellow light here is to plan the layoffs carefully so that no bias case can be brought against you. Tool #5: Sample Exit Interview Questions For Firings, Layoffs And Resignations. o Large theft of property (business's, coworker's, customer's, supplier's). Unfortunately, there are binding contracts or unionized contracts out there that make it nearly impossible to fire an employee, even if he or she is not producing quality work.