And you can use a worker termination form even when you are not sacking a worker. As an alternative, I wanted a practical procedure that gave me options and applied to any termination, so I didn't need to always call a high-priced legal counsellor. If you're uncertain about how to go about these activities correctly, look into getting a book that provides you with practical information and examples on employee termination letters and layoff meetings. It will aid you communicate with the jobholder and you will not leave anything out. As you probably know, there are a ton of books on this subject. Don't back down from your decision, and use the lay off notification to guide you through the exit interview process. 4) The employee gives you an outright "No.". In most dismissals, the risk is low because you have satisfactory papers why the layoff is occurring and most fired workers are unlikely to sue. Another early warning sign of worker insubordination is an unwillingness or general reluctance to change. Contact them before they contact you.

In today's society, you must follow a proven layoff procedure to avoid lawsuits. 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. Also, have the sacked worker sign off on it. Don't you have enough on your plate trying to manage and run the business? If he files a wrongful lay off litigation, you'll have a more difficult time defending your position.