Remember you must have a paper trail of evidence to back up all the reasons you list in the notification. o Age Bias in Employment Act. You're now open to wrongful bias claims from the "bad" ex-workers. Step 8: Prepare For Layoff, The Final Written notice Or The employee's Resignation. o If you were running the business, what would you do differently? So, you've decided to sack your insubordinate employee. o Step 17: Get moving boxes, paperwork and other materials ready. You are on the road to change — you have identified the bad behavior, counseled and disciplined the jobholder, but the jobholder just can't seem to improve. The next chapter gives you a procedure for estimating your lay off risk.

You shouldn't dismiss an employee right away for poor performance. Without strong standards for employee separation, you will find it difficult to layoff the problem worker quickly enough. Firing a high level employee can be intimidating if you are a small business owner or a Human resources Manager. Similar to escalating discipline, you must let the accused employee have a representative at the meeting if he asks for one. o The supervisor has lost the respect of her organization and a mutiny is likely. You, the manager, are paying for it through a tax levied against your payroll.