Mr. Giroux introduced some of the major authors of the century and rose to join a distinguished publishing house, making it Farrar, Straus & Giroux.


o Implied Contract of Job Security Because of Long Tenure. o Using company's computer, copier and other assets to run employee's small business. Often, during a termination meeting or an exit interview, you get a heartfelt question about filing for unemployment from the worried worker.

o Could the employee believe you're terminating for an illegal, stupid or "no" reason, even when it's not true? The next chapter gives you a process for estimating your termination risk. Well-Written Notifications of Layoff Not Too Difficult. The employee has a bad disposition. You get the difficult employee out of the building with little disruption, and you don't have to worry about a half-million dollar law suit. You must contact them to let them know they can expect the same quality of service they have always enjoyed. When you have finished reading Chapter 10, you'll know how to layoff a single worker. This is one really good reason to lay off a difficult employee without delay. Question: I've several personnel to separate. They hear the complaints from the laid off employee on their way out the door. When you lay off someone from a "protected group," have records showing you didn't treat this employee differently than those from non-protected groups (that's white males under 40). Most employers depend upon their experiences with individual workers.