This means you should pay part of a worker's unemployment benefits even if he worked only one day before you dismissed him. While personnel obviously appreciate the advanced warning, some employers wait to tell the bad news. Remember there are always several sides to a story, so do not just consider the eyewitness story, but hear out the employee under lay off before continuing the firing process. They hear the complaints from the fired employee on their way out the door. o Put the worker into escalating discipline for lackluster performance and misbehavior issues.

You must not give an employee whom you sack "for cause" any recommendations. This would include first a verbal warning followed by a written notice pointing out to the employee his or her job is in jeopardy if the problem behavior should continue. Remember former workforce can begin a smear campaign against you and the small company and this will only add to your current problems. Sometimes, sudden lay off without warning makes for a serious hardship on the jobholder involved. Since it is such an important document, you should consider several key elements when writing a lay off memorandum. Senior management has asked you whether they should layoff a young boss. Whether the boss should use escalating discipline such as warnings or letters of reprimand or should separate the worker, depends on how the employee disobedience occurs. The next section of the memorandum should give the employee instructions on what they should do. To help in a legal action, you must impound the jobholder's computer. Undoubtedly, if the bad employee is destroying the department's productivity and esprit de corps, then your only choice may be immediate lay off. The previous five chapters (6 through 10) have focused on dimissing a single employee.