Document what you have done to help the jobholder upgrade. It is a mistake to assume that by terminating one employee, the others will increase their productivity. I only give what I've seen, heard, felt (and smelled, in some other cases). At the end of the lay off meeting, the form should be complete and both parties should fully understand why the lay off occurred. If you should terminate someone for an illegal reason or a stupid one, then follow the method for high-risk separations. As a result, you might find there are loopholes in the letter - after you find yourself in court trying to defend it. And, if the worker had a company car, tell her you'll pay her back for cab fare. Just Having an employee dismissal Form Is Not Enough, You must Use It Suitably. In my experience, you'll see productivity higher than before the downsizing within 2 to 3 months after everyone finally accepts the change and starts to work within the new team environment. If the company turns the corner, can you rehire these people and recoup your losses?

6) Clear up any misunderstanding the jobholder may have. How to Lay off a worker Step 1: Document. When you have a problem individual, you must carry out the employee lay off process properly to ensure you and the employee's rights are seen to. Despite popular belief, most managers will not go through with a lay off unless they have valid reasons. An insubordinate worker can cause a breakdown in the chain of command.