Avoid Trouble: Knowing What to Say When Separating an employee. Ask the company's Hr department (also known as the employees department). Even if he or she is the worst employee imaginable, you'll still find yourself reluctant to sack that employee. Imagine explaining how you laid off someone for this reason to an impartial jury in a courtroom. However, with this, you should also provide substantiation that such training and counseling did not improve their productivity. During the meeting, it is a good idea to have this person as a witness. It just doesn't seem fair does it?

An ex-worker can easily win a improper lay off litigation. Just look at Enron or Worldcom. Our sincere hope is that this suspension is met with reconciliation on the part of the worker. If this is the case, you can still work at avoiding a lay off by discussing the problem with the worker. Therefore, it is important to follow the proper method when separating employees. That is, certainly, if the employer has followed all the legalities associated with employee relations. Anyone who has been in company for any time at all will tell you that sooner or later you are going to face the sticky problem of handling insubordinate employees. Knowing what to say is important for two major reasons. Since you recorded everything, it will be hard for them to turn around and say they were sacked for no reason.