Lastly, the worker has 60 days from this notice or from the time his health care coverage stops (whichever is later) to elect the COBRA coverage. By using a condescending tone with a worker, a personnel individual or small business owner runs the risk of alienating the jobholder and doing more damage than good. Even verbal business policy can offer you protection so long as you can prove that everyone heard the do's and don't's in the small business work place. 3) Not giving a legitimate reason for the lay off. In one instance, an employee might be bad-behaving on the account of flawed policies and rules. First, you can offer the employee an early retirement package. If you write the notification properly and use it in a proven lay off process, you'll lower your chances of a lawsuit and lessen the disruptions in your workplace. And then, finally, lay off is the last step in escalating discipline.

In today's legal environment, employers who rely on it for legal protection often find themselves on the losing end of a suit. If escalating discipline including oral and written notice can't resolve the problems with an employee, it becomes necessary to fire them. But, you could also dispute the claim based on the other disqualifiers mentioned earlier in this report. It is an important part of the overall lay off process. Gross misbehavior is more severe. Do what is right and remove the problem worker from your workforce before you're sorry you didn't. Finally, you may use a worker rating system where all workforce get regular feedback on their performance.