When appealing a fired worker's unemployment claim, you should have documentation. o If you're sacking the worker, you must prepare a dismissal package, write a lay off memorandum and hold a dismissal meeting. Such information will serve to back-up the layoff and prove you based the termination on solid reasons and not influenced by any suspect reasoning. To be successful in managing bad employees, the manager must try to understand the dynamics working on the worker at the time. You should develop a worker handbook that clearly spells out inappropriate behaviors that will receive disciplinary action. The dismissal letter itself is a legal document. Since separation is always an emotionally charged situation for both the boss and the worker, you might include some special instructions for the boss. o Your worker handbook, application, offer letters or other worker communications say you will only sack for cause. Often, this means you must layoff based on seniority and offer rehire and recall rights. When you decide to separate workers, you must brush up on these laws.

More than probably, some will be happy to see that individual go while others will feel disappointed. Most supervisors and managers can't lay off a subordinate without first getting the approval of management and Personnel. o Did the worker know what his supervisor expected of him? Other than your written notification, you don't have to prepare much for this meeting. Second, you must communicate these rules to all employees.