She worked for me from April 4, 20XX to June 14, 20XX as my office administrator. There are times when terminating someone for an improper or stupid reason is cheaper (in time, money and emotion) than keeping the person on. When dismissing a jobholder the goal is a peaceful resolution.

Tell the employee when he or she should leave the premises. This is followed by a written notification, a final written notification, and then layoff. The tone of your lay off notification should be firm and not unkind, but at the same time you must not include any tone of apology (unless undoubtedly you are downsizing, which is a different case). This is the most common situation. Otherwise the jobholder will destroy the group spirit and productivity of your workforce. You may have to meet regularly with this individual, set goals and resolve problems on an ongoing basis. At times it becomes necessary to dismiss workers for economic reasons. Whether you own a small company or are in a management position at a large corporation, you should know how to write-up a worker. When a jobholder is violent, caught stealing from the company or threatens the safety of other coworkers, you have a cut-and-dry case for lay off. Often the notice of a worker firing shocks the recipient. No federal or state law compels you to give a severance to a sacked worker. Therefore, you should appear unbiased when sacking a worker.
Rutland Herald - The Brattleboro Select Board voted 3-2 on Wednesday evening to uphold the termination by Sondag. Voting in favor of termination In a public letter to the community on Friday, Martin thanked the community for its support during his tenure and the last Continue