List any employee counseling or special training the boss offered or the worker completed in attempts to prevent this lay off. Before the employee enters your office, be certain you know the concrete details of the situation (if there was one), of their performance, and of their attendance. Although the leave is unpaid, the law compels you to continue the employee's group health coverage and pay the supervisor's part of the premium during the time off. Legalities (This is a good space to reiterate any verbal discussions that were had about terms and conditions, such as a nondisclosure.

As a manager or sole proprietor, you should not tolerate gross misbehavior. How do you fire him without a big litigation? It is for the most part best to have a third-party do this for you. According to our firm policy, I'll be placing a copy of this written notification into your permanent workers file.". (We cover references in detail in Chapter 13.) Experts suggest several procedures to protect the firm so there will be as few lawsuits or other legal maneuvers as possible by former workers. You might even find yourself battling legal charges if the jobholder feels that your separation was discriminatory or that your separation did not have a solid basis. Worker disobedience obviously tells you that your employee does not respect you. Also the time during which the business pays the worker belongs to the business. Perhaps one of the most important issues when disciplining your personnel is saving their dignity, so when they are a rehabilitated worker, they will still have a sense of pride about working for the small business. If the employee comes back and files an wrongful lay off suit, like so many do, the notice suddenly becomes your business's legal document. And, what can you do to prevent the worker from retaliating against your and the business?