N.B.: Please sign and return this notification to confirm its receipt and that of the enclosure (if any). You must consider each disabled personnel desires to ensure that you don't terminate due to the disabilities he or she may have. The sense the business cares by offering such a package to departing workers affects the ones who remain on the payroll. The employee will, of course, claim the "real" reason for her separation was because she took workers' comp, and she'll get a legal counselor to sue you. This letter should be brief, professional and should clearly give the reasons for firing. Under the Federal Jobholder Adjustment and Retraining Letter Act, generally known as WARN, you should provide advance notice of mass lay offs and plant closings to workers within 60 days of the firing. When the rubber hits the road and all else fails, you may have to fire this person. Of these choices, you'll normally pick Option 1: Fire Immediately. Therefore, plan what you'll communicate to personnel, customers and suppliers about the termination. When writing a letter of layoff it is important to be straight to the point. You must discipline them so the company does not lose customers and clients.

My methods treat the difficult individual with a reasonable balance between her wants and your company circumstances. The first step you must take when dimissing an employee is to document everything. The next steps involve verbal corrective action, a written warning, and a lastly layoff notice. When dismissing workers, employer conduct during the dismissal period becomes especially important. When you fire an employee due to failure to follow directions, misbehavior forms can serve as your first line of defense in protecting you from a improper layoff suit.