With "Lay off Options," your goal is to get the worker out the door, either immediately or soon. Unfortunately, there will always be some workers who simply have a bad attitude about work. Making your layoff notification employee foolproof can be done if you prepare ahead of time. Many managers, owners and hr professionals believe you need a worker handbook before you can separate someone. You should not display anger during the lay off interview. You can never be too careful when dimissing an employee and when developing an exit interview policy - your business depends on it. You should make sure your worker obviously understands the rationale for the separation. The rest of this chapter covers the details for each step. Regardless of how eloquent or how "right" you're, the administrator will likely grant unemployment benefits to the ex-worker once she receives your questionnaire. She says he has applied for an administrative position at the local high school and she wants your opinion of him. Should You Warn Employees of an Impending Layoff? Sighs, shrugs, eye rolling and gagging motions border on insubordination and set a bad example for your coworkers.

You must develop an exit interview form that allows for "yes" and "no" questions so data compiled over several interviews is easier to manage. The employee has the right to know why you're sacking him. This means you should pay part of a worker's unemployment compensation even if he worked only one day before you dismissed him.