FROM THE WEB: RELATED INFORMATION: Your worker termination memorandum should summarize the grounds for firing and the effective date of the termination. Whether it is a reality or an unforgiving worker trying to get "even", you must deal with improper employee termination claims before they get to court. Remind her of the dates for the exit interview and separation agreement when you're offering these. o The boss has lost the respect of her organization and a mutiny is likely. Unfortunately, there are times when you should go about dimissing a disabled worker for reasons other than their disability. This reduces mistakes and ensures the memorandum includes all relevant details. Sometimes these are written down and other times they are "just the way it's done." Whether written or unwritten, you must find out your company's policies for separations. Since these employees did nothing to cause their job elimination, you should be more generous with them than with those fired for terrible productivity and misconduct. Please note in my definition I say nothing about the merit of the fired worker's litigation. Unfortunately, these are the workers you're most desperate to terminate. Then the only thing left to decide is when the firing will occur.

Never dismiss an employee out of anger. The trainee asked permission to work with Sally because she was a good employee in most respects. o Refusing to commit an unlawful act at the boss's request. Sometimes it is easiest to wait out the contract and then not to resign it.