The most effective weapon you have against wrongful employee termination suits is clearly written firm policies. The jobholder may worry unemployment benefits isn't enough money or that he doesn't qualify. You should also ask for feedback on your evidence especially whether it is sufficient to justify a layoff. You're now open to illegal bias claims from the "bad" ex-workforce. Mostly, the worker can't sue for more than her back wages from the time of her separation to the rehire offer. Therefore, you'll need an employee separation notice sample. o Option 8: Adapt To The worker. To do this, you must follow the process in Chapter 4. o Decision: Stop the inquest right away.

Clearly, you would handle each of these circumstances differently. When you are about to separate a worker, it is not the time to shoot from the hip. Once you have decided to layoff a worker, you must start putting together a list of exit interview questions that you'll use during the exit interview. The firing of workers is an unpleasant task for any supervisor. Or, if you can't sack for political reasons or the potential cost is too high, find an alternative to lay off you can live with. To see many more examples, you must get a copy of 101 Sample Write-Ups for Documenting Employee Productivity Problems by Paul Falcone. Worse yet, this will get back to the rank-and-file and cause group spirit problems.