Please don't use use 'downsizing' as an excuse for sacking problem employees, or creating a culture change in the department by replacing old personnel with new ones. Once you have stated your grounds for dismissing, give the details of the firing package. The main reason is for easy access if you need to separate a worker on the spot. The form includes prior warnings and the final incident which led to the lay off. When I asked you about it, you said, "I was here that day, but I didn't feel too good either. Third, have standards in place so the rationale for layoff are legal and fair.

Without sounding too rough, you should let them know that revealing this secret is reasons for separation. Now and then it is easiest to wait out the contract and then not to resign it. Without strong guidelines for employment termination, you'll find it difficult to layoff the disgruntled worker quickly enough. Principle #1: Estimate your risk of litigation before sacking. There are times when firing someone for an illegal or stupid reason is cheaper (in time, money and emotion) than keeping the person on. Since rumors will run wild about the impending layoff, doing it as soon as possible will increase performance as well. The program creates stress not only for the employees but also for you, as the supervisor. She may blame you for her terrible performance and conduct. Your employment with [The business] will lay off effective ________________.