This notice is to document dimissing worker _______________. You should have already carefully put thought into this before the layoff and there should be no reason to change your mind. There are certain standards to follow when firing a jobholder and failure to do them well could open you up to a lawsuit. o For bad performance: You fairly evaluated the employee against a reasonable job standard or expectation. Certainly, expect to settle with the jobholder and her attorney-at-law, but this will mostly be cheaper and less disruptive to the department than leaving her job open indefinitely.

You should use standard progressive discipline and termination processes. Regardless of the problem, extensive employee investigations before dismissal are necessary if you hope to keep yourself free from legal troubles. Second, professional conduct reduces the possibility of legal ramifications that may come out of separating workers. Now here's how you start your separation memorandum. Undoubtedly, group spirit and productivity suffers. When you have one worker causing you daily frustration and driving down the results of your department and firm, for whatever reason, you must continue with termination. Of course, the worker will infer the "fit" problem is a pretext for an improper reason. You'll learn more about this in Chapter 6: Build Your Case - Escalating Discipline. The main question an employer will have is, "Which worker should I sack? You could, certainly, terminate people in a group meeting. So, when he wakes up on Tuesday after a Monday dismissal, he sees his spouse, his friends and his neighbors go to work.