Owing to recent loss of profits, we have cut your position. Also you can craft your own sample termination notification for attitude from several different resources. Having Guidelines for Employee separation Is A Good Company Practice. In Tool #5 of the worker Dismissal Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. During the layoff meeting, you should go down the form and talk about every item to ensure the meeting is thorough. It is up to the person in charge to decide the worker reprimand, just be sure to follow through with other scenarios in the same way. Untrained personnel will fail to produce acceptable results. Perhaps one of the most important issues when disciplining your employees is saving their dignity, so when they are a rehabilitated worker, they will still have a sense of pride about working for your small company. According to this Act, it is improper to go about dimissing a disabled worker on the account of their handicap.

In general, when your current employees have a group health plan, you should let the ex-employee buy extended coverage for up to 18 months . If your group health plan has a third-party administrator (like Blue Cross Blue Shield), you have 30 days after the worker's lay off to tell the administrator. If you're sacking the guy and he says, "You can't layoff me. Keep a friendly tone and act like you're the laid off employee's advocate with the business. Let me give you a few general pointers about the exit interview. Either offer the employee his job back or give him a settlement in return for his assurance he won't take law suit.