In this case, you should have clear records showing the economic reasons you couldn't create a job for the jobholder or why she doesn't have the skills needed to do an alternative job. If left unattended to, misbehavior will quickly demoralize the other employees you supervise. For example, when you dismissed him for a performance problem or laid him off as a cost cutting move, the commission always favors the terminated worker. By definition, a jobholder isn't at fault when you lay him off.

*All things being equal, which employee would recover best? It should clearly spell out and document the reasons why you terminated the worker. Close the door and ask the employee to sit down comfortably. Therefore a guidebook with all the information and answers to employee separation questions is a need for any company that employs even just one individual. It'll be worth it when she comes back a better employee. But you do separate the receivables accountant for the kick-backs. How do you fire him without a big litigation? If he files a unlawful lay off law suit, you'll have a more difficult time defending your position. Keep a dispassionate but concerned tone, and your dismissal memorandum sample will be just fine. And he has a legitimate case you will likely lose. An exit interview policy is a plan that you put in place for use with dimissing a worker. Gross misbehavior: Stealing $5300 from the company (Layoff immediately.)