In such a circumstance how do you make sure that your lay off letter is employee foolproof? 4) Give company grounds for the layoff. Feel free to call the Human resources Boss at 555-1212 if there are any further questions. If the company manages its own plan, then you have 30 days to inform the jobholder of his COBRA rights and the worker still has the same 60-day election period. If the troublemaker is a poor performer, you must immediately put him into escalating discipline and layoff him when his productivity doesn't improve. 1) Not knowing your risk of law suit. An employee termination notice should identify the problem, list the previous attempts to resolve the problem (noting dates and warnings), and be signed by a business officer or owner. (My favorite is Option 2: Downgrade the Risk before Termination.)

If a jobholder has often failed to perform on schedule, you have likely provided warning notifications or counseling sessions which you have documented. Also be aware that laid off workers may act irrationally. Knowing these laws is essential if you have an employee that you should layoff and who falls under these provisions. It is essential you write a worker dismissal notice professionally and accurately. Chapter 8 covers the details of preparing for a dismissal. The first rule of thumb when firing workers is to document. In this case, a lawsuit in the small company's future is probably.