Whatever your standards, you hold ALL your workforce to them using progressive discipline. You have a 70% chance of losing any wrongful dismissal suit. Under the Federal Employee Adjustment and Retraining Notice Act, usually known as WARN, you must provide advance notice of mass lay offs and plant closings to personnel within 60 days of the termination.

o Does the documentation show obviously this layoff isn't retaliation for whistle-blowing, a harassment complaint or filing of an employment action? o Pension bridging (paid) - Give small monthly salary until qualification for pension benefits. The discontinuance package need not be elaborate to create goodwill, but the absence of such a program will not go unnoticed by either the fired worker or those with whom he or she makes later contact. Much like a jobholder rehabilitative form, or any employment related written document, you must keep a separation notice on file. They need time collect any items such as credit cards, parking passes, or outstanding debts from the jobholder. Therefore, you have a medium-risk separation on your hands when you document well, and you'll have to pay extra severance in exchange for her release. The form must also document the employee obviously understood the directive to be an order. The psychological reason for this meeting is to give the worker a chance to "have his say." He needs to inform someone from management how unfair you and the firm have been. Regardless of the problem, extensive employee investigations before termination are necessary if you hope to keep yourself free from legal troubles. When both supervisor and parting worker sign the jobholder lay off form during the exit interview, with grounds for separation soundly recorded, the supervisor is far better protected from later unlawful claims than he or she would be without such documentation. You want to avoid opinions and any wording the jobholder could misinterpret as prejudice. These are legitimate rationale for layoff, and I'll show you how to layoff her for this.