It should include a copy of the dismissal memorandum, separation agreement and COBRA notices. Because the employee is acting on the behalf of his coworkers, you can't dismiss him for his e-mail without violating the law. Knowing that your workers are at-will workforce doesn't protect you from battling through a lawsuit or other attempt by a bad individual to get their job back or receive monetary compensation. If it is not all ready known, then they will handle meekly what can now and then be hard to communicate for a manager. As you know from Chapter 4, you give your guideline severance package for a low-risk layoff. For example, if the jobholder is on notice for excessive personal phone use and he ignores the warnings, you'll probably fire him within 1 1/2 weeks. The first step you must take when separating an at will employee is to document everything. For example, suppose you have detailed proof your ex-worker was sexually deviant. A firing workers guide can help employers ensure they take all steps to avoid problems later. For example, you might say the employee caused great problems with her or his outlook and then describe, in detail, how it affected the business.

If it does not turn the worker around then it is a critical document in layoff process. If you dismiss a worker for "cause," a clear, well-written statement of the reasons for the dismissal will inhibit any future law suit by the jobholder. The difficulties that come with a problem employee may seem easily corrected by separation. A Wisconsin printing plant named Quebecor fired a worker under its absenteeism policy. If overused, the form can hurt the overall morale of the company.