Yet another way to reduce your employees is to offer early retirement packages. You pay some extra money now to stop a big jury award in the future. This is because the former worker can use the jobholder layoff letter if he or she files a grievance or a legal action claiming. They realize they're the only ones getting written warnings, poor performance reviews or shut out of the inner circle.

Dimissing a worker has far-reaching ramifications beyond seeing the back of the individual leaving your building and knowing what to say when that program becomes necessary is a substantial matter. You can go through the program of layoff if it includes turning in a name badge, uniform, or other company materials, but do not stray too far. Outplacement services will soften the blow and offer compassionate support to help your former workers. Once again, this should state the productivity or behavior problem and how you expect the worker to fix it. When using insubordination forms, make sure you have convincing substantiation the employee committed the misbehaving conduct in question. Of course, you need basic facts like the worker's name and position, and the effective date of dismissal. Sample employee separation notifications, kept as templates, make the difficult and stressful task of terminating a bad worker easier and simpler. o "To Whom It May Concern" greeting. o Refusing to accept a bribe or kickback. Once you give the date of the dismissal, provide your grounds for it. Question: What if you, or a subordinate, dismiss a problem worker without following proper methods?