And, you must lay off the offending employee. This gives you a substantial legal document if the employee later decides to file a suit in court. Untrained personnel will fail to produce acceptable results. Getting a sample employee termination letter and using it to create your own document is a wise move when you must terminate an employee. Evidence and rehabilitative action for disobedience problems at work is time consuming. Every time the jobholder does something that warrants reformatory action, you should inform them not only what they've done wrong but also what the consequences are for not correcting the behavior. A lay off should not be harsh, unjust or unreasonable to be a fair lay off.

Although this is an verbal notification, you should record the date of the conversation and you should notify the jobholder the conversation is serving as an verbal notice and following late arrivals to work will result in a written notification. First, write a note to the difficult worker's workforce file or to Personnel. Employers don't know their rights, and many don't know what to tell a terminated employee when he asks about unemployment. If it does become necessary to layoff a worker, you should handle the matter with as much discretion and dignity as possible. Once you have this substantiation, you can separate the worker. And, within a couple of weeks of the firing, you must mention lay offs are a possibility, but you're looking at other ways to reduce costs. It should also detail the measures that you will take if another infraction occurs, i.e. Don't use any firm or industry jargon and, if you do, explain what it means. After laying off personnel, right away turn your attention to the emotional needs of the remaining personnel.