Tool #3: "Fill-In-The-Blank" Employee separation Letters. o The political fallout from firing the worker could risk your job and career. Therefore, plan what you'll communicate to personnel, customers and suppliers about the layoff.

o Do you have an information packet for the worker to take home? Protecting the You and The company with a Notice of Separation. When you fight a claim, you should rehash negative events leading up to the firing. Once you have decided to fire your personnel, you should decide when to let them know. Your employee has the right to remain on your insurance for up to 18 month after dismissal, but he or she will have to pay the company-paid portion of the insurance. You must list any monetary compensation and worker benefits packages for the former employee. o Consent to hire company's personnel at new job (especially trusted lieutenants). Not only do you want the notification to be sensitive to the jobholder's feelings, but you also need to give detailed rationale for the firing. This way of handling bad-behaving workers will help preserve a more orderly workplace making it better for all of your workforce. This process gives you time to build your case and shows you gave the executive several chances to improve before termination. The psychological reason for this meeting is to give the employee a chance to "have his say." He desires to inform someone from management how unfair you and the firm have been. With this as background, the following incident triggered your layoff.