Normally, you can find a legitimate reason to layoff a bad employee. o His flippant attitude during the transition period will affect the group spirit and performance of other employees. Meet with Employees Individually: Understand that some personnel will find the layoff more difficult to accept. Once you've determined who you'll layoff, you must estimate the chance they'll sue you. The day before the termination, you tell your IT, security and accounting people. The witness's signature then serves as proof the worker received a warning. o Put the employee into progressive discipline for poor performance and misbehavior issues. Remember the employee can't refuse a valid offer of employment or the unemployment commission will disqualify him. The jobholder has not been doing a good job, the manager has all the substantiation of this and the worker has fair warning that it will happen. o Does the worker have a contract (verbal or written) and is the manager terminating only for reasons stated in the contract?

This gives you extra time in case the layoffs spill over into the early afternoon. You may have to follow special laws depending on whom you separate. They probably have a template available for you to use. Overall employee warning forms are a substantial tool in the disciplining workers. The firing memorandum is not like any other document.