Review all written company policies and documents that address termination or layoff to ensure they are current and do not convey any impression of guaranteed long term or permanent employment. Define the organization's employee conduct expectations and make sure they are reasonable and attainable. Document critical incidents, such as hiring and exit interviews, disciplinary actions, performance reviews. Require employees to sign forms stating they have received and understand the information. Handle performance evaluations carefully.
Ensure supervisors are completely candid in their appraisals.
Wrongful evaluations can lead to wrongful discharge suits. Develop a written progressive discipline policy. The existence of such a policy will help demonstrate fairness in the event of a wrongful discharge suit. Appoint someone within the organization who is responsible for objectively reviewing all the factors relating to a firing. Thoroughly investigate the facts before dismissing any employee.