The main question an employer will have is, "Which employee should I layoff? These should include violations like arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-worker, theft, threats of violence to the boss or other co-employees, or misrepresentation of themselves. Not only should you document the inquest, but you also need to document any measures taken to stop the harassment and reprimand the worker. You are receiving this notice to notify you that your employment with (firm name) has been fired effective (include date here). Or better yet, take some time (90 days or so) and use escalating discipline to document his performance problems, and turn this into a cheaper medium-risk dismissal. o The higher the layoff risk, the higher the chance your small company could go bankrupt, or, for larger companies, your profits will drop dramatically. When you terminate someone in a small company, it's a big deal. o A worker's medical condition. Unless this individual is prone to violence, theft or something wicked, you should provide a notice of recommendation. You should conduct lay offs in the right manner.

To get more information, I suggest you get a book on employment law or talk with your attorney. The prevalence of litigation in our society means that many bad personnel will begin litigation claiming you have unfairly sacked them. While you must terminate within 48 hours after an event, you also must remain composed during the layoff interview. The remedial forms you complete prove that you did not fire a worker on whim or on the account of discrimination. This chapter covers how to treat your difficult worker fairly, honestly and with dignity as you lay off his employment.