Can counseling with a supervisor or Hr supervisor resolve the contractor's tardiness, lack of quality work or lack of quantity work? In particular, follow-up when the employee gives you important information which could help the firm in a improper separation suit. By following a formal method and making your dismissal notification worker foolproof, you are protecting the company and, at the same time, minimizing disruption in the workplace. Besides misconduct, the worker can become ineligible for other reasons. He can never sue us for unlawful separation if we never fire him. Be sure to provide written evidence of what the employee returns both for the employee's records and the company's records. In this case, you should box up the articles and either put them in a safe place where the worker can later pick them up or mail them to that individual. * Address your employee's needs within the boundaries of your company. Finally, give some thought to the remaining employees and how your terminating a salaried monthly employee will affect them psychologically. During the dismissal procedure, you must act quickly yet tactfully to avoid future problems with the former worker. Include any impact the employee's lapses have had on the firm or organization. If you do, expect a wrongful lay off suit with a big jury award.

At the close of the lay off meeting, give the original copy of the worker separation notification to the former worker while keeping a copy for your records. Another point that may aid you is paperwork showing any extra training or counseling needed to increase their job productivity. For example, when the employee is 44-year-old African-American woman, a 46-year-old African-American woman supervisor would be your ideal reviewer.