o The higher the dismissal risk, the higher the chance you'll face a law suit. The jobholder lay off notice is key to this method. o Using business's computer, copier and other assets to run worker's small business. o The higher the firing risk, the higher the cost (time, money and emotion) for you and your small business.

This would include, for example, offering flextime, changing working conditions, changing job tasks and allowing for doctor visits and sick days. This means giving personnel an opportunity to redeem themselves after you have taken reformatory action against them. This means verifying there has been a refusal to follow a direct work related order as well as proof there has been a prior warning of the consequences of such behavior. Now it's time to focus the jobholder on the immediate future. This chapter will ensure the worker's layoff goes as smoothly as possible. These all favor the laid off worker. To develop your standards for worker termination, work with your legal department. Most importantly always keep your ear to the ground since employee misconduct can damage your business. o Confirm any commitments you made to the fired worker. The main question an employer will have is, "Which employee should I layoff? The next chapter talks about escalating discipline. Template For Notification Of Recommendation.