The termination of personnel is an unpleasant task for any supervisor. You'll look like an idiot, the jobholder will be angry, her lawyer will have a field day and the jury will give the jobholder a big unlawful lay off award. Remember if this goes to court as an unfair termination case, some people may interpret strong language as evidence of a personal vendetta, or a simple personality clash between you. Read the folder before scheduling a layoff interview or "exit session" with the employee to be dismissed. The most effective weapon you have against unlawful job termination suits is clearly written business policies. This leads to the next item you should include in your termination letter, the facts. You must handle a worker termination notice in a straightforward manner. So doesn't it make sense to layoff your high paid workforce first?

o The employer's managerial style and behavior causes the jobholder to be a problem. When you use these tips and proper lay off procedures, you can dismiss your wayward executive and stop cold any possible litigation. The jobholder wears you out emotionally and has done so for a long time. Other workers, however, may merit such consideration, and a short notification of recommendation may take the edge off the unpleasant circumstance. o Could the employee believe you're terminating for an illegal, stupid or "no" reason, even when it's not true? You must notify employees if they have breached business policies or if their job productivity is not up to standard. This includes you as the firing manager, the terminated employee, his family and the coworkers left behind.