Before you decide to swing the proverbial ax and let a problem individual go, you should have at least a few good reasons. It's difficult to separate anyone, but a good letter can ease the pain of a sacking. Disobedience by an employee, much less gross insubordination, is rationale for lay off. Even if he or she is the worst employee imaginable, you'll still find yourself reluctant to perform the lay off. Do you have to restart escalating discipline again with a oral warning? As a sole proprietor or human resource personnel, you should find your threshold then decide a course of action for what some believe to be the "hardest" part of the job - firing the unwanted worker. Besides, there is often a sense of family which magnifies the sense of loss for the remaining workforce. Also, if the worker is the type to sue, rate her as a "medium risk" layoff and give her a package in return for a release. Even if you don't own a company that involves working with food or with patients, you still have the right to demand a certain level of hygiene from your personnel. For example, you would like your dismissal notification to reflect the company and your position, not someone else's. If the business doesn't have a conference room available, then use another supervisor's office, or use your own in a pinch. As you review these notices, you must notice the medium-risk notices ask for a release of claims while the low-risk letters do not.

After carefully reviewing the previous warnings dated [list dates], which were for the following grievances [list grievances], we have decided to fire your employee effective immediately. Again use third-party eyewitnesses, like Human resources Employees, to work on your behalf. Here is an employee termination notification sample.