In addition, the goal of a successful lay off should be to keep the disruption to other workers as little as possible. Here are a few examples of how misbehavior and worker problems can adversely affect the company. Behaviors like this only add to the boss's right to dismiss the worker. In many ways, terminating a high level employee is no different from dimissing any other worker. Also, don't be too surprised if the worker's attorney-at-law calls you to negotiate on the behalf of his client. A Sample Letter of Dismissal for a jobholder. If the dollar value isn't too high, you might consider just letting the worker keep the business property. Let me give you a sample agenda. They must know how to sack an at will employee while limiting their liability if the case goes to court. Likely to take law suit + Satisfactory documentation = Medium risk. Another consideration would be the customers or clients the fired employee may have dealt with. This is an important step as many workers think if they have an employment contract, they are also protected from at-will firings, and that's not the case.

Layoffs may also signal more serious problems at your business. Follow-up any commitments you made in the dismissal meeting including writing a notice of recommendation (if asked for). Consider other alternatives to dismissal.