You found Jim committed the improper harassment, which normally means immediate termination. While terminating a worker is always difficult, it is a necessary part of any supervisor's job. You should think through all the other items in the list and then program it through your gut. o And, 8 ways to lower your tax rate and save your small business money. Unfortunately gross misconduct problems at work will intensify over time. o Talks with former employees about the severance packages they received. The jobholder will want someone he can complain to about his old department and boss.

No jury will find it reasonable to layoff an employee for some isolated events. The most effective weapon you have against improper worker termination suits is clearly written firm policies. When beginning to craft an employee termination notice, begin first by identify the governing policy or formal rules in place. While it no longer carries a stigma, a layoff is still stressful for all parties. So, how do you decide if you're dealing with lay off for cause? This can be as simple as including the employee's written and verbal warnings. When you dismiss for bad reasons, you'll probably be in court or settling for an absurdly big amount with the problem worker. When both boss and parting employee sign the worker termination form during the exit interview, with reasons for separation soundly recorded, the employer is far better protected from later improper claims than he or she would be without such documentation.