Write the lay off notification and separation agreement. Run the report "up the flagpole" through your management chain and Personnel before giving it to the employee. You can't lay off a worker for taking FMLA leave. WHAT IF you give violent or dangerous employee a good reference? When downsizing a business, there may be some legislation that mandates time allowed for an employee notice of layoff. To keep legal problems at bay, managers should give "at will" employees a jobholder notice of lay off.

o Employer said "resign or be terminated". Name-calling, especially in the presence of other workers, is unacceptable and may result in remedial action for gross misconduct. That means you should inform the employee will lose his job if he doesn't follow your direction. This is followed by a written notification, a final written notification, and then layoff. When fire an employee, in most states, the jobholder should receive a final paycheck within 24 hours after her or his dismissal. Seldom will you complete all negotiations in one meeting. Most employers depend upon their experiences with individual workforce. Other employees, however, may merit such consideration, and a short notification of recommendation may take the edge off the unpleasant circumstance. To reduce worker anger, never do an "on-the-spot" lay off.