So again, this will help stop claims of improper separation and upgrade your court defense. While you should lay off within 48 hours after an event, you also should remain composed during the lay off interview. The total time of the interview is generally less than 15 minutes. The answer to this is "NO." Since high paid workers are for the most part your older personnel, they'll claim this selection guideline leads to unlawful age discrimination. The employee should sign written warnings and this serves as detailed proof that he or she was aware of the problems. You also can use training to rehabilitate the worker. Stay away from these improper reasons as you build your case against a insubordinate individual. Or, you can hire a temporary employee. Second, while the two most common grounds for gross misconduct are refusal to carry out a direct order and using abusive language in a confrontation, there are circumstances that also merit a charge of disobedience. This is also an important step in avoiding illegal layoff lawsuits. You'll not have to worry about the employee finding a loophole in the letter that he or she can use when filing a suit against you or the company.

The boss should explain what the employee did wrong and how to fix future behavior. These will help set the foundation for the preparation process. You have heart-to-heart talks with him about his work performance and conduct. You listen to the employee and devise ways to motivate him to higher productivity levels. Today a layoff isn't a black mark on a worker's record, but just an unpleasant fact.