Generally this is enough protection. o The firing is medium or high risk and you can't afford the increased severance or a legal action. Now and then the ego will not let them realize the reality of the situation. Remember to communicate directly in the notice and to give the fired worker a little space. Whether it is a reality or an unforgiving employee trying to get "even", you must deal with improper job termination claims before they get to court. The worker is making you look bad to your boss, your customers and others.

Using my Termination Risk Estimate & Protection System(tm), you decide if the risk is low, medium or high. o Inform each witness neither you, the company nor the accused employee will retaliate against her. Other workers, however, may merit such consideration, and a short memorandum of recommendation may take the edge off the unpleasant situation. o Witnesses to the incident triggering the dismissal. will continue to pay you 100% of your salary for the next three months. Similarly, extreme reformatory action for a minor infraction can lead to a drop in employee group spirit and cause a fall in productivity. o Dishonesty on important firm matters. The witness's signature then serves as substantiation the worker received a warning. Third, have standards in place so the reasons for separation are legal and fair.