When a person is let go - If an employee is considered for release for lack of performance, or other issue in the workplace a process is started. Note that this process does not start without reason and documentation of the problems concerning the employee. And the process is not started without the employee knowing and being involved in the meetings etc leading up to the potential decision to release. A Laudermill letter stating quid pro quo is sent if it is appropriate. Then a laudermill hearing is held with appropriate audience present. The hiring/firing authority decides on appropriate action based on documentation and the findings of the hearing. After a decision is reached the employee is notified in both person and in writing. At that meeting the employee is told of the action and they are escorted to their work area by office security. All personal possessions are requested to be removed and adequate time and resources are given to make that happen. The employee is escorted out of the building, once all keys, cards, and other company resources are collected from the employee.

While the meeting is going on all computer and other accounts the person used in performance of their job are disabled and or canceled. Their computer may or may not be removed from their workstation prior to their being informed of company action. And they are gone.

However, if the employee is being let go not because of performance but to downsizing, all possible positions within the company are explored as alternative employment for that employee even if they need to be retrained.

If an employee turns in their notice and states intent to leave or retire, they are treated with dignity and are able to serve out their remaining time without harassment or other punishment. In most every case the separation has been amiable and preventative action is not necessary.