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Chris Granger / The Times-Picayune Mayor Ray Nagin, pictured here with Veronica White in Feb., told a local TV station Thursday that he can't find any reason to discipline or fire the embattled sanitation director. Mayor Ray Nagin told WDSU Thursday Continue
RELATED CONCEPTS Most importantly, your employee separation agreement should specify the worker cannot hold your company liable for any debt or to bring a legal action against your business. Although much of this book has described how to terminate a single worker, this chapter discusses mass dismissals of workforce. In that event, you need to be ready to follow good processes for separation. For a high-risk termination, you don't use a separation notification, so the separation settlement is the only documentation you should prepare.

Is the layoff justified given the employee's tenure with firm, past performance history and recent papers of performance problems? In approaching termination, you must use progressive discipline. If you're an employer and you know your rights, you'll be able to avoid any legal disputes that may result from a disgruntled worker or someone you have laid off. As a sole proprietor or human resource workforce, you should find your threshold then decide a course of action for what some believe to be the "hardest" part of the job - separating the unwanted employee. A brief set of notes will aid you be sure to "cover all the bases" when you call the jobholder in for the lay off interview. It is potentially dangerous to separate a pregnant employee because, under the Pregnancy Bias Act (which is part of Title VII of the Civil Rights Act of 1964), it's unlawful to discriminate against pregnant workers. Also, you should include others you think can help make clear what happened. Depending on the small company policies, they may be able to return to work after seeking help. However, if the worker normally does a decent job, and the insubordinate demeanor is a recent affair, then the personnel workers may decide to help the worker. Are you a timid entrepreneur or human resource individual? 3) A signed copy of this memorandum must be returned to Blank Firm Inc. As a supervisor if you failed to document the jobholder's terrible productivity or behavioral problems, you're leaving yourself and your small company open to a lawsuit.