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RELATED INFORMATION: If you do, you'll have greater success in protecting your small company from unlawful termination lawsuits. A bad worker puts you at an increased risk of experiencing legal problems. Coach the worker and make it a condition of continued employment. Even if it does not, it can still lead to a greater reputation in the eyes of the company management. If the jobholder fails to increase as the result of escalating discipline, you will have built up enough of a case to sack the worker without risk of facing a litigation. (This gets the focus off the terminated worker and on the work, where it should be.) Every firm should have set ground rules and guidelines. You must motivate your problem employees so their work productivity improves. Don't wait for the jobholder's next scheduled performance review. Owing to this, you must use the termination notice to fully disclose the rationale for dismissal. Everything said should follow the lay off letter. Worker Reprimands: How and When to Use Them.

And, you should give the same information about personnel NOT offered "the package" in the same job classifications. Finally, if you're serious about winning the appeal, you must hire an attorney. If a company needs to refocus on its core business, it may want to drop a whole company segment.