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ADDITIONAL INFO No laws require you to offer discontinuance wage. Will you extend any of these benefits for any reason? This chapter will ensure the worker's separation goes as smoothly as possible.

Your worker has the right to remain on your insurance for up to 18 month after termination, but he or she will have to pay the business-paid portion of the insurance. This is especially true if the jobholder senses imminent separation in her or his future. o Has the boss estimated the termination risk suitably? The psychological reason for this meeting is to give the worker a chance to "have his say." He desires to tell someone from management how unfair you and the company have been. Obviously, you shouldn't reassign and transfer a problem individual who's a thief or is violent. Or, you start the negotiations for a high-risk lay off. They know they have few inches of movement before they lose vacation time or you dock their pay. This helps protect you against the workers claiming unfair lay off. The employee violates work rules. When he's through giving his version of events, you can cross-examine him. Tip #3: Expect to give a larger separation package when you must sack immediately. This also leaves room for a jobholder to file a wrongful employee separation suit when you fire them for that behavior.