o If you're disciplining instead of sacking, you should write the final written warning according to the standards of Chapter 6. You could ask Personnel to do the examination for you, but I recommend against it unless, of course, you're an Personnel professional. Since law will force you to give the reason anyway, you might as well include it the termination memorandum. Normally, any employee, whether a "problem" or not, needs help to improve productivity and behavior.

You should write a lay off letter before terminating the employee. While you must dismiss within 48 hours after an event, you also must remain composed during the termination interview. Specify the jobholder appeal processes. Note the sample worker termination letter specifies the reason and the efforts to correct the circumstance. o The supervisor has lost the respect of her organization and a mutiny is likely. o Not finish his assigned team work. The jobholder's attorney will have difficulty arguing this supervisor was prejudice since he hired the worker. To make an attendance firing legal, you must apply attendance standards evenly and not just against the bad individual. This separation has a different set of standards from those of firing an "at will" hourly wage employee. This will let you create a safe environment for you and your employees alike, as each of you will have a sense of security about the other party. o Step 6: Write the firing notice (low and medium risk dismissals only). Step 1: Decide Whether To layoff.