The longer a bad individual continues to make problems, the worse the workplace environment will become. As I mention in the last section, a voluntary resignation makes the jobholder ineligible to get unemployment benefits. After all, you need to be certain the paperwork is accurate and that you have gathered enough documentation to justify the lay off. List any worker counseling or special training the supervisor offered or the employee completed in attempts to prevent this layoff. If you break this rule, you'll show disloyalty to your chain of command. An exit interview is a meeting between a management representative and the laid off employee. A well written dismissing workforce guide can help to ensure you take all proper steps to prevent any unfavorable action later. It's hard enough making workforce behave appropriately while at work. If you're a top level supervisor, have one of your senior managers or have an employment lawyer review it.

If you have an especially litigious worker, you should ask your employment lawyer what the likely illegal dismissal award is. Don't let the imagination of the laid off worker run wild with discrimination law suit ideas. If you don't, you may be inviting a complicated lawsuit. And, if the termination manager didn't give them already, you must bring the employee's final paycheck and severance check. If you have applied your system consistently across the workforce, you can use it to lay off a group of workforce. If theft occurs again, you should sack the worker immediately. Do what is right and remove the difficult individual from your employees before you're sorry you didn't.