The Impact of Sacking a High Level Worker. The yellow light here is to plan the layoffs carefully so that no discrimination case can be brought against you. These are all part of the employee termination letter program. When the employee has a behavioral problem such as attendance, you can often terminate in a month or less. Other issues arise when one or more of the recipients do not find the joke funny or are offended by it. Usually, the jobholder can't sue for more than her back wages from the time of her separation to the rehire offer.

Your written papers is your witness. Lay off of personnel can feel risky to some employers. This removes any confusion and keeps the jobholder from stating that they never received the firing notice. The "misconduct" alternative is mostly better than the "job elimination" alternative because with job elimination, state laws often compel you to hire the worker back even for a lesser position. Second, as we discussed in Chapters 2 and 3, a fired employee will often sue you even when fired for legitimate reasons. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-employee, theft, threats of violence to boss or other co-employees, or misrepresentation of themselves. Many human resource personnel do not feel comfortable sacking an executive level worker. Once the worker completes his testimony, you or your witnesses can testify again if you want to refute any testimony he has made. o The higher the lay off risk, the higher the chance you'll lose the lawsuit. You can use a worker discipline form to help you resolve worker issues.