To uphold professionalism as well as human dignity, managers should use the employee lay off notice. That may sound strange when the character of the individual as determined by his speech is already unacceptable, but if he can prove public humiliation by the way he was laid off, you could well end up paying a huge settlement. Certainly, you must only read Chapter 9 or Chapter 10 based on your layoff risk. Rule 1 - Show respect to the individual you're dismissing. Name-calling, especially in the presence of other workers, is unacceptable and may result in disciplinary action for misbehavior. The most important part of this program is to prove that you have tried to correct the employee's lackluster productivity before lay off. You may also have valuable information for the terminated worker on where they could find future employment. Or, if you run a Christian bookstore and your worker belongs to a satanic cult, you can fire. This meeting is mostly off-site and a few days after the layoff. Many times the business fires an executive level employee owing to poor work performance.

State you're offering the worker a voluntary separation package. Otherwise, you'll look like you're "out to get" the insubordinate worker. The jobholder will often believe such remarks suggest wrongful bias. Use your separation notification to help you get through the meeting. This will make it easier for them to collect unemployment.