Once you have finished your preparations according to Chapter 8, the lay off meeting itself is easy. Only when you should dismiss for criminal or violent behavior should a layoff happen right away. This directive must be reasonable, ethical and well within the employee's abilities. With the first method, you redesign your department to meet the new economic conditions facing your small company and organization. What Is Layoff Risk And Why Is It Important? Then the supervisor must resort to escalating discipline with the jobholder. This leads to the next item you must include in your dismissal notification, the facts. Whether the supervisor should use progressive discipline such as warnings or notices of reprimand or should dismiss the employee, depends on how the worker misbehavior occurs. You'll find out how to reduce your costs when you make a mistake like this.

Role #6: Sells the Package/ Reduces the Risk of a Improper Separation Suit. You'll probably get one of two reactions. This may include steps that lead up to separation or may mean immediate lay off of the jobholder. The procedure creates stress not only for the personnel but also for you, as the boss. Your warnings will "memorialize" the incident, explain how the employee should improve and tell her that her job is in jeopardy. Likely this last item is the most important in whether your worker will take law suit. o Is it clear this lay off isn't for an improper reason, a stupid reason or off-duty/ off-site conduct?