If, on the other hand, the costs (both in money and politics) are too great, then use one of the other choices in this chapter to increase your circumstances. In short, you do not have to go through two or three counseling and reformatory periods with a jobholder to separate him or her. In Tool #5 of the worker Layoff Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. Don't terminate workers without evidence and before taking the time to seriously consider the ramifications. It doesn't matter how many eyewitnesses saw the bad worker receive your verbal warnings, you'll lose without evidence. Employment claims and liabilities you're releasing include, but are not limited to, those arising from the Age Discrimination in Employment Act, Title VII of the Civil Rights Act, Americans with Disabilities Act, claims of improper lay off in violation of public policy, claims of breach of contract, claims of breach of "good faith and fair dealing", Fair Labor Standards Act, Family and Medical Leave Act, tort claims, Occupational Health and Safety Act, Pregnancy Bias Act, Older Personnel Benefit Protection Act, Civil Rights Act of 1866, Uniform Services Employment and Reemployment Rights Act, Worker Adjustment and Retraining Memorandum Act, and the Sarbanes-Oxley Act. Here is where your business policies become important. Probably, your worker or workforce manual gives you these standards. If your risk level is too high, you should compile enough documentation before terminating. Hold a Meeting: If the lay off affects many business workforce, you might announce the reorganization to the entire staff at once.

This makes it hard to discover exactly who is causing the problem, which is exactly what a bad individual wants. The employee Layoff Memorandum Serves Important Purpose. Finally, sit down with the employee and discuss the layoff notice. Can I separate them in a group meeting? If they refuse to sign the notice, you should have another manager ask the worker to sign. Alternatively, you can layoff them over the phone and send the supporting evidence through e-mail.