Your exit interview policy should include precise steps you, or any manager, should take when sacking a worker. The reasons for separating a worker will depend on each specific situation. When firing for unlawful reasons (which does now and then occur), you don't want any documentation. On such occasions, it is best to have a sample employee dismissal memorandum already available. o Jury duty taken by the worker. To keep yourself and your small company protected, there are several basic standards to follow when creating an employee dismissal letter. You could ask Human resources to do the investigation for you, but I recommend against it unless, unquestionably, you're an Human resources professional. You should take a few precautions and then decisive actions when firing personnel for sexual harassment. Not only do you want the memorandum to be sensitive to the worker's feelings, but you also need to give recorded grounds for the termination.

When writing your notices of termination, include some simple, and obvious, details. This is true whether she's union or not. Therefore, if the jobholder can find any way to sue you for illegal dismissal, he'll do it just to even the score. You can also question the employee about why he or she desires to be insubordinate to your instruction. You're now open to unlawful discrimination claims from the "bad" ex-workers. Your report of the examination serves as your papers justifying the layoff.