Since this is such an important step in the firing procedure, you need to plan ahead of time what you'll say to the worker. Or, your ex-employee is bitter and hostile and wants to seek revenge on you and your business. o Replace high cost workers with low cost personnel (note: be careful on age discrimination here). Make sure there are plans to handle dismissed workforce if they get violent in the lay off meeting, if they decide to charge the executive suite or if they leave the building and decide to return. Of these choices, you'll normally pick Option 1: Sack Immediately. Once you have decided to terminate an employee, you must start putting together a list of exit interview questions that you'll use during the exit interview. o Tells you she's a victim of illegal harassment or has a protected condition under personnel' compensation, American with Disabilities Act or Family and Medical Leave Act. Your dismissing program will make the method go more smoothly for the terminated worker, coworkers, and the firm as a whole.

Therefore, if the employee can find any way to sue you for wrongful layoff, he'll do it just to even the score. Or, if you have the power to change policy, send a note out to all personnel and supervisors saying that going forward you'll use this new discipline policy. Unlike a standard package which just offers money, an increased package for the most part includes both extra money and extra benefits. You can lay off an employee who can't do the job adequately. Well-written letters of dismissal can ease the pain of separating. Then make clear what severance you'll give the jobholder and how you came to these final numbers. Note about the letter: Don't worry too much about the phrase encouraging the jobholder to see her legal counsellor.