Creating Layoff Notices for Your Personnel. Document your meetings with the worker and document any programs he or she must attend. If you separate both, you would get a wrongful dismissal claim for sexual harassment from both women. Also, state, "Your success is important to me and the company. Laid off workers can get unemployment compensation. For example, when the employee brings a notice from a coworker to confirm his version of events, this note is hearsay substantiation. If it's based on the work productivity of the individual's entire department that you're laying off — then say those. In addition, it should explain your guideline standards for employee termination. In particular, we don't always have evidence, we don't always lay off for a legal reason and separated workers will often sue us for bogus reasons. Depending on the rumors spread, other workforce may feel uncomfortable working with this individual.

(She can draw her own conclusions about what this means.) If you separate workforce due to downsizing, keep the all workers informed. If the boss has followed all the legalities associated with employee relations, he or she has nothing to fear. After presenting the plan, ask for any immediate questions and comments about the firm's future. Lastly, using a similar format keeps the process of dismissal consistent and fair for all individuals involved.