You can specify a clause that if a jobholder is fired for certain reasons, than they will not be eligible for any severance benefits. Poor job productivity, poor behavior, or firm changes are all valid reasons to fire workforce. What leads up to employment termination can vary from company to business and scenario to scenario.

When it comes to firing workforce, it is imperative that you follow standardized processes and that these procedures are established well before the need to dismiss an employee presents itself. You should notify workforce if they have breached company policies or if their job performance is not up to guideline. You should negotiate the employee's resignation and give him a big severance package in return for a release of claims. My guess is you also found several other sites giving you overly simplified procedures for worker terminations. The worker is threatening violence. Therefore, you should always assume the older employee will sue for unlawful lay off. So doesn't it make sense to terminate your high paid workers first? Often it is difficult to lay off a worker over a single incident of misbehavior. Since it takes a long time to fix organizational problems, you generally give the executive a longer time for improvement between warnings. When you have gathered proper evidence and have decided to fire a worker, you first need to form an employee separation memorandum. Some items you should include are dates of employment, nature of employment, and the reason for lay off. This is the best way to avoid legal battles if you eventually should separate them.