o The higher the dismissal risk, the higher the chance a improper separation suit will derail your career. Preparing For The Exit Interview. Clearly, you must protect your company from any legal actions. When you need to layoff or RIF (reduction in force) several workers at one time, the procedures are different from those of a single firing. The quicker you do these, the quicker you can get back to running your department and firm. You should not give your opinions about why the worker failed to follow processes or to work up to directives. You must make sure you have enough proof the worker will not return to work. There are also 2 parts to this test. Owners And Managers Of Small Businesses. o Do you have an information packet for the employee to take home? This is, if course, a circumstance that you and the employee can work out through counseling and maybe even a small schedule change.

When the layoff is to take place, walk up to the employee and ask her or him to please come to your office to discuss a matter. Without making it too harsh or too personal, it is important that you sum up everything that led to sacking the worker. Most states claim to have employment at will laws. The layoff memorandum itself is a legal document.