FROM THE WEB: RELATED INFORMATION: I recommend you send a hard copy of the termination documents (termination notification, separation contract, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. And if you're unlucky you may be forced to hire the jobholder back. For the employee that is genuinely incapable, he or she can easily become an disgruntled worker - even if it is unintentional. Get rid of any discriminatory language or unprofessional wording.

If the gross misconduct occurs and could damage your company, then you must take full use of your policies and reprimand the jobholder, possibly even terminating their employment. An alternate case of medium risk dismissal is when the jobholder is unlikely to sue, but you have little documentation justifying a legitimate firing. Even when the jobholder is in trouble, you're willing to invest in his success. For example, you might include when the employees must wash their hands, when they should wear gloves, when they should wear a hairnet, and what clothing is and is not acceptable to wear. For example, management may want a section to discuss worker work objectives or for specific guidelines regarding further actions. Do what is right and remove the problem employee from your workforce before you're sorry you didn't. Be sure to document your meeting, including anything the employee says and how he or she reacts to the firing. Sample Dismissal Letters to Get You Started. Unfortunately, this fact produces the same need to reduce the workers. The written reprimand letter could be just what the employee desires to correct the circumstance. At times former workers try to file a improper separation suit against their employer.