There are a few benefits to having a severance plan. You can cc them on the notification, and note that they should place a copy in the jobholder's file. When you can show you care about the worker, you'll be cutting your chance of a lawsuit. This is true when a worker is not working up to expectations or when the business or company experiences changes that require eliminating jobs and dimissing workforce. This documentation is the probe report. Tell the worker you're giving this "short-cycle" productivity review to give him a chance to improve and understand your new directives. Without strong standards for employee separation, you will find it difficult to terminate the problem worker quickly enough. o Threatening to sue you or engaging a lawyer against you or the company. Without strong standards for job termination, you will find it difficult to sack the bad employee quickly enough. Yesterday, I heard you speaking roughly with your co-jobholder, Jeannie Heath.

o Recently went through a law suit, his divorce. Otherwise the employee will destroy the morale and performance of your employees. Many states once had what is called an "employment-at-will" jurisdiction. Rule 5 - Let the worker have his or her say. You should notify these departments in a timely fashion, before you fire the jobholder.