2. TOP TEN THINGS TO KNOW BEFORE YOU FIRE AN EMPLOYEE

3. 10. Is there a contract?

4. 9.Is the employee in a “protected” category?

5. 8.How have you treated similarly situated employees?

6. 7.Is there direct evidence of discriminatory intent?

7. 6.Has your policy adversely affected a protected group?

8. 5.Do you have adequate documentation?

9. 4.Have your policies and procedures been followed?

10. 3.How do I fire the employee? Deliver the news in person, rather than by letter. Avoid lengthy discussions and arguments. Show compassion, but avoid apologies. Have at least two management persons present to corroborate what was said. Avoid excessive detail, but tell the employee the truth about the reasons for the termination. Deliver the bad news in a manner that will minimize the embarrassment, humiliation, and emotional upheaval the employee will surely experience. Limit discussions about the reasons for the termination to those with a “need to know”. Consider asking for the employee’s resignation in lieu of termination.

11. 2.Should I offer a severance package?

12. AND THE NUMBER ONE THING TO KNOW

13. 1. CALL ME Jay K. Rutherford (817) 334-7246 Jrutherford@jw.com

14. How do I keep this from happening again?