ANSWER: Sue isn't performing and you have recorded it with the performance review. It's important to give an "honest" reason in the dismissal notification. That is, certainly, if the manager has followed all the legalities associated with worker relations. This clearly tells the jobholder that if their productivity does not significantly increase within 30 days, they will face lay off. Employees mostly have questions about benefits and insurance. Choose your wording in the sample layoff letters carefully. At times, family crisis or other personal problems can cause a jobholder to lash out at their supervisors. As you may recall from Chapter 4, a high-risk lay off is one where the worker will sue for improper separation (if you terminate him) and he'll win in a court trial.

Department heads and supervisors have much personal risk in employee separations. If your company is big enough to have an Personnel department, you must have them review the dismissal plan for legal compliance. A well-treated ex-worker is much less likely to sue, than one who's out to get revenge. Just because an employee makes a rude remark to a supervisor or entrepreneur does not necessarily warrant immediately termination from the business. Therefore a guidebook with all the information and answers to employee dismissal questions is a need for any company that employs even just one individual. It helps you discipline a jobholder who continually breaks rules, but is smart enough to break a different one each time. When you are telling the employee of your rationale for letting him go, he may get the idea that you're just "warning" him. What is a worker dismissal agreement?