The worker layoff notice should succinctly identify the problems with the current worker, if the action has resulted from disobedience. Tip #2: Take at least 9 months to separate using escalating discipline. You must treat the insubordinate employee with respect before, during and after the layoff. Please see at Tool #3 "Fill-In-the Blank Notifications" in the employee Lay off Toolkit (attached to the end of this book). Unfortunately, those workforce who make the boss's life the most difficult are more probably to seek legal damages. Your tone in a verbal notice should be "helpful" not "threatening." For example, you should say, "With these corrective actions, I'm sure your productivity will upgrade." This is better than, "If you don't make these corrections in your behavior, you'll force me to evaluate your 'fit' with the business.".

Without paperwork or physical evidence to back reasons for termination, you're opening a window for separated employees to claim illegal layoff. Subject: Company Reorganization & Voluntary Separation Package. Recovering it after the employee is gone will prove difficult. The memorandum should carefully make clear, with substantiation or papers, the events that lead up to firing the employee. So, take precautionary steps when the jobholder has a good chance of being violent. You must make the claims number as small as possible. This will stop an ADEA wrongful termination claim. You should refer to these in the termination memorandum. o A discontinuance package softens the blow of the lay off and lowers employee's anger. So before dismissing any worker, you should at least consult Human resources.