And, since you forced him to quit, you're open to a illegal layoff suit. It's unlikely the worker will sue you and, if he does, you'll likely prevail. Give the firm grounds for the lay off including the company's new strategic direction and company pressures. Either way, this means you'll probably avoid an expensive lawsuit. It protects you and your business against any form of law suit a former employee chooses to file. But some workers get carried away and spend much valuable time sending that perfect tidbit of humor. If you don't apply a legitimate reason for separation consistently, your lay off risk level goes up significantly as you have seen. If the time comes to lay off the employee, you need to make sure you plan your separation meeting ahead of time. On the account of this law, older personnel know they can sue, and they'll threaten it often against the business. Before separating a jobholder, get the employee's personnel or workers folder to have all the relevant facts. For example, to keep your dignity, you shouldn't go through someone's office trash, even though there's no law stopping you.

And then, lastly, separation is the last step in progressive discipline. If the bad behavior continues, the jobholder forces you to the next discipline step, the written notification. At the same time, the tone of the memorandum should be polite and truthful. After the introduction and cutting off any small talk, you must inform the employee she's dismissed.