A lack of honesty is the first warning sign of worker misbehavior. Chapters 8 and 9 will then expand this case study when discussing lay off planning and meetings. If the jobholder is eligible for a benefits package or if your company is stopping benefits, you must include this in your worker layoff letter. This makes it hard to discover exactly who is causing the problem, which is exactly what a bad individual needs. If you build up proof against the jobholder without doing this, he or she may later claim the problems all resulted from the disability. I want you to know this rough behavior, even when kidding, is unacceptable. In particular, we don't always have evidence, we don't always sack for a legal reason and dismissed workers will often sue us for bogus reasons. First, your other personnel may believe you are discriminating against them when you come down on them and do not come down on the insubordinate employee. And, you must lay off the offending worker. It guides you in creating the final letter. I recognize that I've received a copy of this separation letter.

Also, the business downturn gives you a legitimate excuse for terminating Sue. As you now know, separating a jobholder is not just saying 'you're laid off'. Although a manager can identify a case for firing a worker, the task of terminating a jobholder is still difficult. Decide whether you'll do voluntary or involuntary terminations.