o Allow the employee to keep or buy cell phone. When crafting a memorandum of a layoff for a jobholder, a proprietor or personnel person should avoid personal jabs or any other unprofessional behavior. See Chapter 4 for papers standards. Improper termination is terminating someone's employment for an illegal reason whether intentional or not. The main question an employer will have is, "Which worker should I fire? You can still terminate employees for misconduct or violation of company policy. Second, the notice helps you start the lay off meeting. You're a new department boss (or a new sole proprietor,) and you see a 52-year old worker isn't pulling his weight and is a loud mouth. Frequently, giving the worker fair warning about the consequences of the insubordination will be enough to correct the circumstance. Some types of misbehavior are not too serious while others are grave enough to force management to dismiss a worker. o Is it likely the jobholder will take litigation against you and the company?

o Has the supervisor estimated the termination risk appropriately? Often Personnel Managers refer to this as escalating discipline. The law compels you to provide reasonable accommodation for someone's serious medication condition, as well. So, have your Hr manager or employment legal defender review your separation document to be sure it complies with state laws.