You should present the separation notice to the employee during a formal dismissal meeting. Question: Can you offer an employee you're about to lay off a copy of a dismissal notification and a copy of a resignation notice and let him decide which one he wants to sign? o Have you thoroughly recorded the employee's performance problems and minor misbehavior? This is important since you must protect yourself and your business against potentially costly court battles.

The sense the firm cares by offering such a package to departing employees affects the ones who remain on the payroll. o Acting as a representative for employees to management. o Implied Contracts Based on Language in Worker Handbooks, Employment Applications and Other Employee Communications. Some types of misconduct are not too serious while others are grave enough to force management to layoff a worker. You don't owe an problem disabled worker a job. So before terminating any worker, you must at least consult Personnel. The end of the memorandum should contain your signature, your name, and your title. You will be less likely to make any comment that a jury could hold against you later if the jobholder files a unlawful dismissal suit. Firing a high level employee presents its own set of challenges. o The employee could go to a training class or seminar. Then explain what severance you will give the worker and how you came to these final numbers.