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[quote=Anonymous]It is not a lay- off, it is a termination.  You lay- off people when you have not work for them for a period of time but intend to rehire them back when work becomes available.  Managers have started calling terminations lay-offs to make themselves feel better.

There really is no good way to terminate someone.  You are taking away their livelihood, so they are going to be upset.

In my experience, Monday or Tuesday are best and morning is better than the end of the day.  As a prior poster noted, it gives the person an opportunity to make some plans while your HR office, the unemployment office, etc. are open.

Each situation is different.  i have had to have someone escort the person back to their desk and out of the building and I have let people stay on for up to 4 weeks to use office resources (phone, copy machine, printer, etc.) so they can begin a job search.

In your case: 1. Expect the person to want to know why she does not have the skill set/experience for the position that is replacing her position; and 2. Expect she will want to know why you are not even willing to let her try to fulfill the duties of the new position.  Since she is not being terminated poor performance, any calls you, the CEO, other managers can make to help her find a job will go a long way.  I am assuming you work at a small organization, otherwise I would not suggest the CEO's involvement.  The more severance and help you provide the smoother the transition.

But if things look like they are going south, that she seems really upset or unusually calm, be prepared to take steps to protect the other employees.  This could include not permitting her back onto company property unless she makes arrangements first  (and you  will want to provide her with a letter to that effect, in case you need to call the police to remove her) or even contacting the police if she a danger to herself or others.[/quote]

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