While the worker is packing up, you must thoroughly document the dismissal meeting. Once you have adequately prepared for the termination meeting, you should schedule the meeting. Since a medium-risk worker is often litigious, you can expect threats of lawsuits and calls from lawyers. Mostly it is best to make it within a week of firing employees. To combat this lay off, it's important that you make an example of a worker committing the theft through quick punishment. When you refuse to do it, you have an angry ex-employee on your hands wanting to even the score with a litigation.

MORE RULES: Mass Layoffs And Early Retirement Packages. Terminating a jobholder has far-reaching ramifications beyond seeing the back of the individual leaving your building and knowing what to say when that process becomes necessary is an important matter. Yesterday, I heard you speaking roughly with your co-jobholder, Jeannie Heath. Problems Can Arise When You Terminate Employees. o Company reorganization which obsoletes worker's job. You follow this with a written notice, a final written warning, and then layoff. Management should not consider an employee misbehaving if he or she can't perform tasks contained in another employee's job description appropriately and safely. o Could the employee believe you're dimissing for an unlawful, stupid or "no" reason, even when it's not true? Make sure that you let the worker know the disobedience will result in remedial action.