The dismissal manager looks to the Personnel professional for help with the layoff. Many supervisors and Hr managers wonder if the letter should include the lay off reason. Unfortunately, too many personnel managers or small business owners suffer with a jobholder who is lacking because they fear lawsuit. Your job, as company manager or owner, is to enforce the workplace rules. To uphold professionalism as well as human dignity, managers should use the employee lay off notice. So before you start a formal layoff process, review the choices in the next chapter. While having this information seems unnecessary, in today's workers it is important. You may not realize it, but a problem employee can significantly slow down production. o With a medium-risk layoff, you'll offer a higher than normal severance in return for a release. The caution here is to do the firing in a civil and calm manner, being careful not to do anything or say anything that might be construed as defamation of character. Telling Employees about the lay off.

Once you have described in detail the reasons in your notifications of dismissal, you can begin to help the worker make this major shift in their life. At times a jobholder becomes a liability the company can't afford to support. o Reemployment rights (That is, you will consider terminated employee before other applicants for openings.) When you layoff for bad reasons, you'll probably be in court or settling for an absurdly big amount with the difficult individual.