The worker may not take these warnings seriously or simply just cannot do the job. I recommend you send a hard copy of the layoff documents (dismissal memorandum, separation agreement, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. * Third, do a consistent "check in" with the employee to be sure that you understand each other. In this case, you should treat this as a high-risk separation to cut your costs (more about this in Chapter 4). If your small company's securities trade publicly and the terminated worker was an officer or director of the firm, you should tell the Securities and Exchange Commission (SEC). Include the impact the worker's behavior had on the business or organization. For instance, you could appeal the claim because the worker resigned. Lastly, there'll be a few other tasks to complete. 4) Give a brief history leading to the layoff.

*Which employees have the greatest longevity of service? Before writing this memorandum, you should gather as much detailed evidence as you can to support your case. A medium-risk dismissal is simply those dismissals which are not low or high risk. Eventually all roads will lead the employee to the same destination. Therefore, you must understand as much as possible when it comes to firing workers to do it sensitively while avoiding legal troubles. It prevents further headaches down the road from an angry former employee.