FROM THE WEB: RELATED INFORMATION: When layoff a worker, in most states, the worker should receive a final paycheck within 24 hours after his or her dismissal. o The separated employee thinks he's better than he is and can't believe he caused his own lay off. So, including the termination reason prevents an attorney from taking the case on contingency. o Your worker handbook, application, offer notifications or other worker communications say you'll only lay off for cause. The employee will at times get angry.

The purpose of this article is not to pitch you on my layoff manual and proprietary procedures, but to give you some real help with terminations whether you decide to get my manual or not. Unfortunately if you do not deal with it, you'll do a disservice to your many diligent, hardworking personnel. They must decide how they should discipline the jobholder or whether they should fire the jobholder. There are several forms of employee misbehavior and we will just discuss a few of the major ones. Most importantly, you must know the employee's emotional state. This is an unacceptable use of ABC Business's time, lowers overall employee group spirit and is disrespectful of Sarah. You also must include the specific reason for lay off, even if that reason is downsizing. You want to fire him immediately. This is true if your only choice is to sack right away. To make your life easier, you'll find fill-in-the-blank layoff notification templates in the worker Separation Toolkit which came with this edition of the Guidebook.