Provided below is a sample layoff memorandum for use when firing a problem worker. Often, this means you must layoff based on seniority and offer rehire and recall rights. This knowledge should aid you set your upper limit. You should account for this when developing your separating disabled employee policies. Now that you have prepared all of the documentation for the dismissal meeting, it is time to call the worker in and notify her or him of the firing. Who You should Communicate The layoff To. The employee either disobeyed through a direct statement of refusal or through nonperformance of the task. The exit interview is one of the final steps you take when dismissing a jobholder.

Now that you're reading this Guidebook, you can put those negative feelings aside. When the need for employee termination arises, it rarely surprises the employer or the jobholder. Since stopping reference interviews for "good" workers is almost impossible, you must give reference interviews for every worker (good and bad) following the guidelines in this chapter. You will need to assure personnel that firm will continue to run as usual after sacking this individual. o Is it unlikely the jobholder will take legal action against you and the company? Your sacking personnel manual should include templates that you can change to suit the wants of your specific firm. o We won't contest your unemployment claim.