You must clearly explain the problem and make the worker aware of the consequences if he or she does not change their behavior. o The worker knew the performance standard, productivity expectation or rule of conduct. Once the worker elects COBRA, he pays the monthly premium and continues his coverage. Stress the company decided to do a layoff for economic reasons and not due to that worker's lackluster performance. To reduce his anger level, you must make the bad worker feel like you treated him as fairly as possible. o Did the manager appropriately apply escalating discipline and adequately investigate for gross misbehavior? The supervisor does not necessarily have to write this memorandum although they can. Then, open the floor for others to inform how they're feeling and to ask questions about the firing. o Did the employee know what his supervisor expected of him? My employer was unfair to me because. The best eyewitnesses are those who saw or heard the incident triggering the termination.

o Was this only minor misbehavior and not gross misconduct? This date is negotiable, so make it sooner than later. This makes a solid case for the termination, and any attorney will have a more difficult time finding a loophole in your terminating process. Once you prove the fraud, you can terminate the worker immediately.