If you had the foresight to have a clearly written firm policy handbook read and initialed by every worker, the method becomes a simple matter of following business policy to the memorandum. Keep in mind these embarrassing comments could reduce your credibility with the remaining workers. Keep the following question in mind when performing a layoff, "How would I like the company to treat me if I were the one being terminated?

For example, you could cite her terrible performance as evidence she probably didn't hold a similar job previously. Dishonest workers are a danger to both the business and employee esprit de corps. If the worker is civil, you might let the worker return to his or her desk and gather personal items. For gross misconduct, your stack of paper is usually much smaller. And remember while the worker may be innovative, it is your responsibility to make sure the company's overall desires are met. It is unsettling for a customer to find the friendly employee he or she always worked with is no longer there. Attorneys-at-law call this various names including a waiver, a release of claims or a release of liability. There is no guarantee the former worker won't try to file a unlawful dismissal suit. Be prepared to listen to the worker's response to the reprimand. At the same time, publishing too many details on the precise remedial procedure followed for specific insubordinate actions can leave you with little flexibility. Even though your company has a lay off memorandum template, there is still room for mistakes. By targeting the problem early, having a paper trail, and writing a notification of termination for cause, the lay off will not be as difficult.