Use a Guideline Format for Your Separation Notice. You should develop a policy to document worker problems suitably. These insights can be valuable in helping you, the department and the firm improve and become more profitable. Training all managers and supervisors in the accurate and fair evaluation of staff will ensure that you'll avoid the problems coming from unlawful separations. Now, you must conduct the meeting. o When you feel the employee could "go postal" (that is, leave and come back with a gun), you must hire a security guard for 2 weeks, have him wait in the lobby and have him look for the laid off employee. So firing them in a traditional separation meeting can be difficult. o You're terminating for an wrongful reason.

Or, if you can't terminate for political reasons or the potential cost is too high, find an alternative to termination you can live with. You should also document the behavior of the worker including her reaction to the news. Therefore it is frequently wise to include someone from the Human resources department as a witness. You should make the facts of the firing clear. Not only should you follow all processes for reformatory action or warnings, but you also should write everything down. Through your questioning, there's a good chance the dismissed employee will say something you can use against her in a illegal dismissal suit. Not only can the termination prompt a litigation, but there can also be other negative repercussions. You have the right to appeal this decision with the Grievances Unit of this company.