There are several factors that you must consider before taking this step. When you are writing the termination letter you need to, at a minimum, cover these topics. separating executive level workers. The business can use this papers if the worker files a lawsuit. You should keep sample employment termination notifications as templates either on file or in your computer. With this as background, the following incident triggered your lay off. Often this is all the motivation an employee desires to upgrade. You can then fire him with the next incident. The more likely outcome is the employee ignores your warnings or only gives a halfhearted attempt to increase. You must ask for the following. o Continuation of salary whether or not the jobholder finds a job (time limited).

You don't ever want to give the jobholder the idea that your dismissal is open for debate or discussion. Second, as we discussed in Chapters 2 and 3, a laid off employee will often sue you even when laid off for legitimate reasons. They needed foolproof termination procedures and effective options. Since most employees are good and hard workers, it's to everyone's best interest (both workers and managers) for companies to share honest opinions about ex-employees. Remember this rule, "if it's not written down, it didn't happen." So without written substantiation, the hearing officer won't believe your side of the story.