Better reference checking would keep dangerous employees out of the workplace. If you have even one disgruntled worker, you'll find that your production decreases. I recommend you send a hard copy of the termination documents (lay off notification, separation contract, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. It may not be the contrite outlook you would wish; the employee may respond in anger. And the strain of a wrongful layoff suit may affect your personal life. Be aware that an difficult employee may also claim to "forget" to perform a certain task that they simply don't want to do.

Also, you may want to contact a lawyer and decide on a legal strategy. And you'll learn how to do a professional investigation in the next section. It is a good idea to contact your state's labor office to find out the laws that apply to you. In short, you must provide the specific rationale for sacking the jobholder, their problem behaviors and dates these problems occurred. If the jobholder fails to increase after a series of warnings, then it is time for you to separate her or him. Also, you may want an Personnel boss or an attorney to review it. Before offering a terminated worker any severance agreements, contact your legal advisers or legal organization to get advice on how to proceed. First, corporate outplacement helps plan the worker dismissal and provides services for the employee afterwards. Just as you're about to fire her for another safety violation, she injures herself again and goes out on employees' compensation.