A good dismissal package allows that employee to tell others what the company "did for me" instead of what it "did to me.". If you need the jobholder to stay, it's better to say, "You can leave if you want, but you may be subject to discipline and lay off.". After all, it is a business, and if you're losing money because of a problem that is reasons for separating. Also, the boss should document substantiation of misbehavior and keep it on file with a written summary of the layoff. An outplacement firm can assist you custom fit the package to meet the worker's needs. Far too often employers lose on these claims simply because they failed to document the reasons on a layoff appropriately. In short, managers should carefully handle this serious offense within the boundaries of "due method.". Include any impact the employee's lapses have had on the business or department. If the supervisor sees gross gross misconduct, they will generally discipline or sack that employee. However sometimes managing bad employees is tougher. Finally, if you have tried everything to either get rid of the disgruntled individual or fix his behavior, then you have 2 alternatives. Also you can craft your own sample lay off letter for disposition from several different resources.

As an example, your risk of terminating is much less when the employee has punched his supervisor in the face - than when you terminate a high-performing 60-year-old worker to give your daughter-in-law his job. Although the claims are bogus, you might still lose - remember, if your unlawful layoff suit goes to court, you'll probably lose 70% of the time, the national average. However if they do, you have recorded substantiation to support your side of the story. A sample layoff notification will ensure you cover important areas and stay within the termination law.