o Vandalism and destruction of property (firm's, coworker's, customer's, supplier's). This means you can give a bad reference without fear. Should the need for downsizing coincide with culture problems within your organization, it is an excellent tool for handling insubordinate employees or starting change. With employees' compensation cases, your state may force you to rehire the jobholder for another position when she can return.

This is because the former employee can use the jobholder separation memorandum if he or she files a grievance or a lawsuit claiming. When the employee owes you money other than the standard deductions, don't take off these amounts from the final paycheck. When communicating with people outside your organization, you should give them a new contact person to replace the dismissed employee. You should consider hiring a private investigator when the person accused of gross misbehavior is either a whistle-blower or a member of upper management. Remember, a court or judge can use any information contained in the letter and anything you say to your employees at the meeting against you if personnel decide to file a lawsuit or grievance against you. Speak directly to your employee and make them understand they should change their behavior. o Witnesses to the incident triggering the dismissal. Layoff Strategies For Each Risk Level. The worst downfall of any company is not following through with the rehabilitative policies and procedures written in firm manuals. Provided below is a sample lay off letter for use when separating a disgruntled worker. NEVER USE A STUPID REASON To fire SOMEONE.