The supervisor's poor answer makes the employee believe the "all-knowing" employer is planning to screw him out of his rightful government handout. This knowledge will aid you plan your strategy for getting rid of the disgruntled individual. Show him, and his family, respect regardless of your comfort level. This will let you create a safe environment for you and your personnel alike, as each of you will have a sense of security about the other party. o Has the supervisor explored all possible mitigating causes? You can also truthfully claim the jobholder was fully aware that her or his job was at risk because you have thoroughly detailed it. Your employee will likely sue you for illegal separation if you answer yes to one or more of these questions. o You're terminating for an improper reason. The sense the company cares by offering such a package to departing employees affects the ones who remain on the payroll.

You can't separate an employee for taking FMLA leave. The problem employee is not necessarily a poor performer. You may choose a recorded reprimand memorandum or a notification that is a little less documented yet informative to the worker. Make sure the worker knows that you have made your final decision and the worker can't negotiate for their job now. You can find a notification of recommendation template (Tool #6) following this outline in the employee Layoff Toolkit at the end of this book. Possibly, the worker is proud of going to work everyday.