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RELATED INFORMATION: Severance For Low Risk Terminations. You don't want an attorney-at-law accusing you of discrimination in a illegal layoff suit. Take your time composing the letter of reprimand; you should never write one "on the fly" or in the heat of anger. On the same token, a worker separation notice should be clear, agree with your policy, and leave nothing to the imagination. o Excessive absences without approval. They have experience with outprocessing of workforce. o Workforce only on commission (some states). The employee who, like Bill Bailey, finds himself or herself thrown out the door with nothing but a fine-tooth comb, does not leave with the same dignity of the employee who walks out with a folder full of hope. The answer to this is "NO." Since high paid workers are usually your older employees, they'll claim this selection guideline leads to illegal age bias. Sometimes you should play hardball with a few difficult employees to increase the work environment for everyone. You must obviously and accurately describe the problem you're having with the worker, as well as describe the actions you took with the worker.

The layoff supervisor is under a ton of stress and, like so many of us, never thought he or she would be in this circumstance. My processes treat the insubordinate worker with a reasonable balance between her wants and your company circumstances. You must nudge the original worker out the door with an increased severance in return for a release of claims. You can find sample dismissal notices for disposition online.