Just before the termination, change any passwords that provide access to the employee to any computer network accounts, financial records or other sensitive material. Likely to take litigation + Satisfactory evidence = Medium risk. This is not only important in the daily workplace, but also if you must fire a insubordinate employee. As soon as you complete the layoffs, you must expect to hear from the press, the investment community, customers and suppliers.

Abuse of business property or cheating on time and payroll records are enough cause for employee separation, especially if it is not the first case. If you are an employer or a business boss, you will eventually have to layoff an employee for cause. Separating a jobholder is never an easy process either for you or the worker, but sometimes you will have no choice. Using the proper wording and formatting is important when creating a worker separation agreement. As an employer, you should conduct employee investigations before termination proceedings can begin. Don't lay off her or let her resign until she has signed a release of claims in exchange for an increased discontinuance package. First, I don't recommend the dismissal manager as the exit interviewer. Here's a listing of the major statutes and common laws dealing with employee termination: If the meeting went badly and you suspect the dismissed worker might return with a gun, you should have a security guard posted in the lobby looking for her return. Although dismissing a jobholder is something I don't lose sleep over, I still have the same worries you do. Finally, you must address how you'll handle final pay will and describe any special severance packages. Because it is awkward for everyone, the layoff of employees is not a common event.