With the sue-happy nation we live in, it is easy for a terminated at will worker to bring a case against you and claim that you had no real ground for termination. An ex-employee can easily win a illegal termination litigation. In recent years, we've seen a trend in small company owners placing higher importance on having exit interviews with their sacked and outgoing workforce. If an employee has often failed to perform on schedule, you have likely provided warning letters or counseling sessions which you have recorded. In some organizations, lateral movement of personnel can be a solution to turn a difficult employee into a productive, good worker. 2) The employee needs to negotiate your package. But, if you're cutting the job because of economic conditions and competitive pressure, lay off the worker and negotiate a release of claims after the fact. It should be a valid assignment within the bounds of reason and normal business method. All of this should support your case for separation. How Do I Enforce My Employee Hygiene Policy? If you are an Human resources boss, this may be as easy as contacting a higher authority, such as a Vice President or President of the firm. Do you just tolerate this potentially bad situation?

If the dismissed employee wishes, she can release her frustrations and "inform off" management. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when firing a difficult worker. It says you should give 60 days notice of a layoff when you plan to layoff a third or more of the employees at any one location.