But at times, a supervisor will tell his worker, "resign or be dismissed." This is clearly an involuntary resignation. The poor productivity could be the results of a drug or alcohol addiction. At this point, you must draft an employee dismissal letter that explains the reason for the lay off and the rights and responsibilities of the employee and of the company. This sample discipline memorandum should clearly define the prior issues with the jobholder and then spell out the disciplinary action taken in the second paragraph. If it does not turn the jobholder around then it is a critical document in dismissal program. If the difficult worker is always late to work or with her assignments, then get her some formal time management training. 4) The legal counsellor (or the employee with the legal counsellor's coaching) calls you and asks for more. It is a crucial part of the layoff program. In summary, we're offering you extra severance benefits in return for your agreement to waive claims about your employment against [Your business] and its representatives. For example, clearly explain the rationale for layoff; whether it is a sacking for cause, a lay off, or restructuring.

If you are an Hr supervisor, this may be as easy as contacting a higher authority, such as a Vice President or President of the business. Employment claims and liabilities you're releasing include, but are not limited to, those arising from the Age Discrimination in Employment Act, Title VII of the Civil Rights Act, Americans with Disabilities Act, claims of illegal layoff in violation of public policy, claims of breach of contract, claims of breach of "good faith and fair dealing", Fair Labor Standards Act, Family and Medical Leave Act, tort claims, Occupational Health and Safety Act, Pregnancy Bias Act, Older Workers Benefit Protection Act, Civil Rights Act of 1866, Uniform Services Employment and Reemployment Rights Act, Worker Adjustment and Retraining Notification Act, and the Sarbanes-Oxley Act. As a supervisor, you cannot hide from it when it happens. And, a paid suspension sends a bad message to the insubordinate individual who's getting a paid vacation. For example, you should give an verbal notice to the jobholder the first time they are late and the matter discussed with them. Know when to ask for help dealing with bad employees.