o From talking to the accuser and the accused employee, is it probably the employee had gross misconduct? The employee should call your state department of labor or go to your state's website to get the requirements for filing. o A separation meeting according to the Chapter 9 procedure. Sometimes to get to "high performing", we should jettison some of our poor performers. You should give copies of all written warnings to proper heads of department, management, and of course the employee. Separating Workforce in a Fair Manner. No matter how carefully you screen new hires or how efficiently you run the business, you will fire someone at one time or another. You're getting rid of this worker at the lowest possible cost. Most employees know when you're close to separating them.

With a low risk lay off, the jobholder is unlikely to sue and you have documentation justifying the termination for a legitimate reason. This notice is the final step in a long list of steps followed when firing a worker. Rarely is a jobholder ever separated on the spot unless that worker is a threat to the safety of other employees or involved in criminal activity. You can get even more help including outplacement support by signing our separation contract.". These forms will get rid of the "he said, she said" rebuttal that a jobholder might have. o Is it unlikely the jobholder will take lawsuit against you and the company?