An employee who you separate could potentially have a case for wrongful dismissal if you separate her or him on impulse with no prior signs his or her job was in jeopardy. Therefore, if a jobholder and his lawyer file a discrimination claim, you can prove your decision was lawful and nondiscriminatory in nature. If your group health plan has a third-party administrator (like Blue Cross Blue Shield), you have 30 days after the worker's separation to inform the administrator. Our sincere hope is that this suspension is met with reconciliation on the part of the jobholder. It should include a copy of the termination notification, separation document and COBRA notices. It helps you confront the worker's bad behavior head on. Notification #4: "Medium Risk" Layoff Notice - Layoff On the account of Company Desires. He can never sue us for illegal termination if we never dismiss him. If an employer is considering dismissing and employee for something not outlined in a contract, they may find this a more difficult process. I recommend you send a hard copy of the layoff documents (lay off letter, separation contract, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. If I sack my problem individual, I can count on losing a law suit. And, you'll avoid the legal minefield which often occurs with an unceremonious termination.

If possible, write the notification ahead of time and present it to the worker during the firing meeting. It is also best to inform the employee early in the shift. (Include date, time, place, corroborators and how behavior has affected the employer, department and firm.)