ANSWER TO PART A: Is it probably the employee will sue? FMLA is not a blanket protection from job loss. A terminating employees guide also helps employers to ensure they approach dismissals fairly and consistently. By following these general standards, you can create an effective lay off letter. After you have created your layoff letters, call a meeting with all of your workforce and let them know about the firing. Often, this personality type is stubborn and won't be convinced of any argument but her or his own.

And it provides you and the company with important legal protections. If you don't know how to use progressive discipline or how to write a proper dismissal letter, you need a copy of my book, "Employee termination guidebook." You can get it at my website: If you find that you must include more details, then you include attachments. If the contract states the worker's problems warrant termination, then you must carefully craft a layoff notice to highlight this portion of the contract. Again, check with your Personnel department and see what the guideline discontinuance package should be. Although this is an verbal notification, you must record the date of the conversation and you should notify the worker the conversation is serving as an oral warning and following late arrivals to work will result in a written notification. Although the definition of employment at will favors the boss, it mostly fails to protect you when you dismiss a worker. And, if the terminated employee needs to negotiate her separation package, you should get the proper supervisor involved to follow up. Keep the following question in mind when performing a layoff, "How would I like the business to treat me if I were the one being terminated? *Third, do a consistent "check in" with the problem employee to be sure that you understand each other.