o Excessive personal web surfing. To give yourself your own legal recourse, make sure you always use a well thought out, professionally written notice of dismissal. Since you gave no reason for sacking this individual, the jury will have to seriously consider the worker's "made-up" reason. Your warnings will "memorialize" the incident, make clear how the worker should increase and inform her that her job is in jeopardy. To avoid issues when sacking workforce for lack of attendance, managers must keep and use consistent guidelines with every worker. You need a sample notification of misbehavior. Not only do you want the notification to be sensitive to the worker's feelings, but you also need to give detailed grounds for the dismissal. This leaves the supervisor at the losing end and that costs time, money and performance. The purpose of this article is not to pitch you on my lay off manual and proprietary procedures, but to give you some real help with terminations whether you decide to get my manual or not. Unquestionably, this is only if you're going to offer this employee severance pay or benefits. Whatever you do, don't change your mind and in the middle of the exit interview and decide to not carry out the layoff.

This ensures the safety for not only the supervisor and but also the remaining personnel remaining in the work area. This is also an important step in avoiding improper separation lawsuits. You have a 70% chance of losing any wrongful dismissal suit. The rehabilitative forms you complete prove that you did not layoff an employee on whim or due to bias.