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Knowing the laws can be you biggest asset. When you know the laws and follow them, it can save you lots of headaches. Making sure you're not discriminating during the hiring process or after someone has been hired (intentional or unintentional) can save you from lawsuits and fines. The same thing applies when terminating someone or laying off someone and just about everything else in a business.

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When layoffs are needed, there are some best practices to follow. First of which would be to determine who is getting laid off and do all of them at once. Do not span them over the course of days or weeks because this can lead to tension in the workplace. When laying someone off, you may want to offer a severance package to continue paying them for a certain amount of time until they find a new job. If you offer a package like this to one employee, you have to offer the same thing to all of them that are getting laid off.

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Job descriptions are crucial to the work place. They outlines the lasts and responsibilities that each employee will have. Additionally, they are used as a reverence in performances reviews. The tasks that the employee performs at work will be compared to what is written in the job description

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Sometimes companies need to adjust how many employees they have. They usually do this by rightsizing. This usually means downsizing or laying people off but can sometimes mean adding people to the workforce. A company can go through different financial periods where they need to let people go but sometimes they can grow quickly and need to hire more people to help with the extra work load. Both of these situations would be rightsizing

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Everyone that holds the same position in a company must be paid the same. If they are not paid the same for any reason, this could lead to a discrimination lawsuit for age, sex, race or any number of reasons.

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When hiring new employees, you must only judge them based on their professional merit. Hiring based on age, sex, religion, race or any other similar category is illegal and can lead you to trouble. Additionally, all potential employees will be given the same set or type of questions and/or tests. This way everyone can be looked at on the same scale.

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When termination someone, there is a very careful procedure to follow. The termination should never be a surprise to the employee. When termination someone there should be at least two people there, usually the manager for that employee and someone from the HR department. Do not say things like "we don't want to do this" or "we're sorry to see you go" or other things like that. Keep it professional and keep it focused on the poor performance of the employee. Do not tell them that they are being laid off if they are actually being terminated

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Performance reviews should be conducted either once or twice a year. The employee should only be evaluated with the criteria that is in their job description. They may be a great person to work with but if that are not going what their job description entails, then you may need to meet with them to discuss why they aren't doing what they are supposed to and how they can fix it

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Always make sure that you follow the steps for discipline instead of jumping to termination. Giving someone a verbal warning comes first, followed by a written warning that. Both of these should be documented that they happened and potentially signed by both parties to acknowledge that they were spoken to. After that is suspension. Not all companies believe in suspension. Lastly is termination. Termination should never come as a surprise to someone

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Making sure that you can keep your employees is almost always cheaper than getting rid of them and hiring someone else. Certain positions can cost the company more than 200% of the salary for that position to hire someone new, train them, and compensate for lost time and experience.