Once you notice it, you must immediately start down the path towards termination procedures. This is all the proof you need to lay off right away. The point is not to make the announcement too far in advance. What you must want more than anything is the release of claims. The quicker you can complete the RIF, the faster you can get results from your new strategic direction. This training manual gives you several termination procedures and options. Often sacked employees will file lawsuits because they feel the business treated them unfairly during the firing program. So doesn't it make sense to fire your high paid personnel first?

These processes include recording any problems that may have taken place with the jobholder. o Is it unlikely the jobholder will take law suit against you and your business? Remember, when it's not written down, most juries won't believe you. You should take a few precautions and then decisive actions when dismissing personnel for sexual harassment. Otherwise, you'll look like you're "out to get" the disgruntled employee. Without paperwork or physical proof to back grounds for dismissal, you are opening a window for sacked workers to claim illegal lay off. o Is it unlikely the jobholder will take lawsuit against you and your company?
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