You will need it if the worker files a law suit or grievance for a illegal layoff. Our sample notification of layoff for a worker should give you an idea of how the process should work. Should the need for downsizing coincide with culture problems within your department, it is an excellent tool for handling bad employees or starting change. You should just put this bad episode behind you. Certainly, if the disgruntled employee is destroying the department's performance and group spirit, then your only choice may be immediate termination. Will it reflect pay for the next two weeks in place of a notice?

Inform him why it's so important to you, to him and to the company this incident doesn't occur again. You must have a legitimate reason for firing the worker, and you should communicate this reason to your employee. This is a foolproof way to keep yourself out of court even when you may be separating the jobholder for an unlawful reason. This includes how to prepare for and conduct the lay off meeting. The employee has the right to know why you are terminating him. Or, if you have a good performing worker but you don't like her for some unlawful or stupid reason, you should put your personal biases aside. So before separating any worker, you must at least consult Personnel. o The insubordinate employee is politically "protected.". The manager conducting the meeting is often an Personnel professional.