Even if you know the lay off is necessary, it is difficult to look someone in the eyes and tell him or her that their services are no longer needed. Consciously or subconsciously, the worker facing lay off, will often begin offensive behavior to make it more difficult to let her or him go. Despite the size of the disciplinary problem, you must document any discussions and warnings for a worker's behavior. If you are an Human resources manager, this may be as easy as contacting a higher authority, such as a Vice President or President of the business. You Can Deal With Bad employees. As an alternative, I wanted a practical process that gave me options and applied to any lay off, so I didn't need to always call a high-priced legal counsellor. How To Estimate Your Dismissal Risk. The Second Step When Sacking Personnel: Prepare for the layoff Meeting.

Before the meeting, you should introduce yourself to the fired employee and confirm her attendance at the meeting. First, you should ensure that your employee knows what the problem is. Keep in mind there are several laws that apply to employee rights in dismissal. If you ask the worker to do work within her or his job description and within business policy, the jobholder should comply. Give the employee his final paycheck in the lay off meeting if possible. Formulation of the discontinuance package. If you wish, you can give the worker an opportunity to comment on the document before they sign. Juries considered this fair treatment of the employee.