Employee Problems - It says you should give 60 days notice

It says you should give 60 days notice of a layoff when you plan to terminate a third or more of the personnel at any one location. First, your employee termination notice sample must include an area to describe the grounds for separation. Also, if the misconduct or poor performance occurs occasionally, don't use escalating discipline. Don't share the specifics of the feedback received, or point fingers at other workers because of the information collected on the exit interview form. If your organization doesn't have a form already, you can use it as a template. If the small business can afford it, you must offer a package to each employee which is better than your guideline package. If you lay off a worker for "cause," a clear, well-written statement of the grounds for the termination will inhibit any future law suit by the employee. If not, set some reasonable standards for your workers. Misbehavior leads to low morale in the department and reduces production, quality, and profit. Dishonest employees are a danger to both the firm and employee morale. Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the employee decides to file a legal action. If the employee asks for an employee representative to be with him during the discipline meeting, you should give him time to get one.

For extra safety after you sign, you have 7 days to change your mind before the agreement becomes effective. It's difficult to layoff anyone, but a good letter can ease the pain of a sacking. How the lay off of Worker with FMLA Can Be Done.