To look into overwhelming misbehavior, follow these 10 steps. Most state laws prevent you from firing a jailed worker simply because they are behind bars. This includes customers, suppliers, other departments and trade organizations which had regular contact with the laid off employee. At times there is a tendency to label people and not see beyond the first impression. The next steps involve verbal corrective action, a written notice, and a lastly lay off notice. o What did you like about your organization? Read the folder before scheduling a lay off interview or "exit session" with the worker to be laid off. You must not give an employee whom you dismiss "for cause" any recommendations. Your notification should also make clear the jobholder's rights and responsibilities.

This also includes instances where the jobholder breaks even minor firm policies. You must spend a little more effort dimissing a worker like this. Certainly in this case you would want to say something positive about the worker's past performance in a more positive light. With the legal action-happy legal atmosphere workforce should deal with, it is important to understand exactly what gross misconduct is before taking any action for a worker's misdeeds. o The employee will likely sue even when you have plenty of papers, OR. Take your time composing the notice of reprimand; you must never write one "on the fly" or in the heat of anger. o Put all the worker's take home materials (separation memorandum, separation document, COBRA notice, final paycheck and severance check) into a folder for easy access.