To ensure consistency and fairness, it should equally apply to all workers. It should include a copy of the termination letter, separation contract and COBRA notices. For example, a discontinuance package will reduce the sting of layoff, firing on Friday will reduce the humiliation, and having a witness in the meeting gives you extra physical protection. First, disobedience happens when a jobholder refuses to carry out a direct work order. As a Personnel supervisor or small business owner, you will eventually have to terminate an employee. Another consideration would be the customers or clients the terminated employee may have dealt with. If you don't have enough papers or suitably recorded evidence, you can not build a strong case to back up your dismissal decision.

That is, of course, if the supervisor has followed all the legalities associated with worker relations. In addition, it should have copies of "before" and "after" organizational charts. When you're telling the worker of your rationale for letting him go, he may get the idea that you are just "warning" him. High-Risk Lay off Checklist (Cont'd.) Chapter 6: Build Your Case: Escalating Discipline. It can be scary for many Human resource Personnel or small company owners. Go over any written notice notices or notifications that management has provided to the jobholder in the recent past about these issues. But the good news is this Guidebook tells you what to do for every circumstance.