It means, essentially, than an employer can terminate an employee at any time without cause. By the way, the person doing the interview is frequently someone from Hr, and not someone part of the ex-employee's chain of command. He wants to know how to handle the health insurance and disability benefits for his condition. A medium-risk layoff is simply those dismissals which are not low or high risk. Also, the representative should call the employee to confirm her attendance and introduce herself. For example, a worker may talk back to you during inappropriate times. Dealing with employee disobedience is a difficult task. If you are a small company owner, terminating a high level worker may also be emotionally challenging because you have probably formed a close relationship with that individual. Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the at will worker decides to file a litigation. (See Chapter 3 for a list of legitimate company wants.)

Although the leave is unpaid, the law compels you to continue the worker's group health coverage and pay the supervisor's part of the premium during the time off. This is why it's so hard to layoff an employee based on "at will" alone. Gossips, rumor mongers and bad mouths hurt esprit de corps and performance. 9) Discuss any career support the company or you personally will provide the individual. If you have followed all these steps, it's sacking time. According to our business policy, I'll be placing a copy of this final written warning into your permanent employees file.".