Make sure you list telephone numbers useful for the worker. The ultimate goal of downsizing is to ensure the business's survival. This undermined not only my authority but also the morale of your coworkers. Not only is a reemployed individual less likely to sue, but also the potential back pay damages will be lower. Not only can the layoff prompt a legal action, but there can also be other negative repercussions. They are as follows: the date, the worker's name, the jobholder's address, the firm name, the effective lay off date and the terms of the separation. The memorandum should not only present the business in a good light, but it also removes any loopholes a former worker could take advantage of in court. This is easy to do since personnel win 70% of the time (source: Getting Laid off by Steven Mitchell Sack). You must take these protective measures before you ever dismiss a worker. o Refusing to accept a bribe or kickback. This way they don't have to come up with the number of warnings a worker can receive and the more severe actions that follow each successive reoccurance.

Often, you don't have to sack because the pressure forces the employee to resign. o When you feel the jobholder could "go postal" (that is, leave and come back with a gun), you should hire a security guard for 2 weeks, have him wait in the lobby and have him look for the terminated employee. Not only does it make the lay off go more smoothly, but the template sample employee separation notification removes the individual writing the letter emotionally from the termination. Name-calling, especially in the presence of other workers, is unacceptable and may result in remedial action for gross misconduct.