He or she should pull this from their documentation which includes meetings with the worker as well as any warnings and reprimands they have written. If overused, the form can hurt the overall morale of the business. Before starting down the path of employee termination, consider the following: As I stated clearly in your final notification, you were to (list specific directives) to correct (the productivity related issue). And read through the list of litigious worker behaviors to gain insight. If the policy has no such clause then you can go ahead and use the jobholder layoff notice. Alternatively, you can layoff them over the phone and send the supporting evidence through e-mail. Eligibility extends to new workers, part-timers and temporary workforce as well. This escalating discipline also creates the evidence necessary if you need to terminate the employee once all efforts at rehabilitation fail. This is not only important in the daily workplace, but also if you must lay off a problem worker. For example, the supervisor may think the jobholder has some insights into the department's declining esprit de corps and can help you devise a question to get this information.

Pay attention to details when detailing problems. Each business and department has different procedures and techniques for tasks. Besides having a chance to explain of matter, the employer should allow the accused worker to have a person to support her or him at the meetings. Give him one immediately using the small business productivity review form stressing his work-related problems. Keep a friendly tone and act like you're the dismissed worker's advocate with the business.