On the positive side, if the demotion is voluntary, then you don't have to worry about lawsuit. You can use a well written notice of termination to assist you deal with all problems, legal and otherwise that arise from terminating a worker. You can also use this meeting to gather insight from sacked workforce. You should inform the employee when the date of dismissal will become effective and whether any benefits will remain available.

Note the sample employee termination notice specifies the reason and the efforts to correct the situation. The language should be simple and straightforward so the individual reading it understands your message. Therefore, you must always assume the older employee will sue for improper layoff. The ex-employee's legal counsellor will use it against you in court. Remember his layoff has nothing to do with his performance and conduct. Valid Rationale for Layoff of Workers. Then you have no other choice but to terminate the jobholder. This is also an important step in avoiding wrongful dismissal lawsuits. Provide specific rationale for terminating the worker, their problem behaviors and dates these problems occurred. This is an attempt to make the termination more confrontational and therefore more difficult. You do not have the right to refuse a worker a job based on race, gender, and religion.