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 termination process. When she gets to her new assignment, give the manager plenty of coaching on handling tough workforce. Question: What if you, or a subordinate, layoff a problem worker without following proper procedures? You can use a jobholder discipline form to assist you resolve worker issues. You must make the facts of the dismissal clear. The only way to deal with a problem individual effectively is to let them know right away there are consequences to their actions.

Once you have the jobholder's signature and your own on the notice, you must make a copy for the worker and one for your records. When you feel the employee has served you well during her or his time of employment, you must do all you can to make it on him or her. Clearly, some laid off workers get hostile at their separation and will try to find legal ways to dispute your cause. Therefore each dismissal memorandum is unique. The good news for you, or your subordinate, is the dismissed employee will probably not return. Once you prove the fraud, you can sack the worker immediately. Unfortunately, this isn't always the circumstances when dimissing personnel. At times immediate dismissal isn't practical. Make sure this individual is seated before calling the worker in.