You must prepare to make clear the employee's dismissal to several different people and groups, including. Therefore, Human resources professionals should be knowledgeable on both the company's policies and the best methods for firing workforce. Unprepared managers will find separating a disabled employee tough. Since employees will know these are stupid reasons, they will believe you laid off them for an illegal reason which you can't talk about. Whether the reorganization comes from series of corporate dismissals because of financial reasons, a merger or a corporate takeover, it is no less painful for the worker. Without a doubt one of the most difficult tasks any boss or sole proprietor faces is firing a worker. Probably the jobholder feels like she "owns" this equipment anyway because it's in her home, and letting her keep it'll ease some of the sting of the termination. This may mean calling the employee ahead of time and having her pencil in the call. Whomever you choose, the worker should have a positive feeling about the witness. o Have you thoroughly documented the employee's productivity problems and minor misbehavior?

Question: Can you offer a worker you're about to sack a copy of a layoff letter and a copy of a resignation notice and let him decide which one he desires to sign? You should keep this in mind even if he's the worst SOB. You may have been told that to "legally" lay off you must document the employee's productivity problem and bad behavior. Many companies follow the rule of seniority when layoffs take place. Since you have good evidence of gross misconduct, this can be no higher than a medium risk dismissal.