Usually it's only one page long with two pages being the maximum. You don't have the time to do this, and I don't recommend it. You must document all of this information in your worker lay off notice. Problems Can Arise When You Lay off Employees.

The grounds for this layoff are as follows: (You should include your specific evidence here. That means you should tell the jobholder will lose his job if he doesn't follow your direction. Once you verify the employee's availability, schedule a conference room for the termination meeting. Not all cases of difficult employees have a happy ending like Sally's. You fire the jobholder and offer a lowball (but increased) severance package in return for a release. Making your termination letter employee foolproof can be done if you prepare ahead of time. The old expression, "get in, get out and get on your way," could of course apply here. This is why I developed my Dismissal Risk Estimate & Protection System(tm) to show clients how to fire workers with different risk profiles. When writing about the reason for the jobholder's lay off, include specific details and examples of incidents which have led to this lay off; see more about this in the next section. The employee may also collect on any unpaid wages from the past two years. Your personnel will probably have a mixture of feelings about the termination of the high level employee. The exception to all this is if she has gross misconduct and then you can lay off her immediately.