Undoubtedly, you can always extend the deadline, but you don't need to tell Bob this. Layoff notifications should always keep a level of professionalism that paints the business in a favorable light. o Not careful with the firm's money. Since this is just a sample layoff notification, you must change it for the business circumstances. This training can come from you, from the difficult worker's coworkers, the company's training programs or from an outside trainer. You should document the company desires causing you to cut his job. On the other hand, if the employee brings a copy of a notice he wrote to management, then this is acceptable substantiation because it's firsthand knowledge.

When you feel the jobholder has served you well during her or his time of employment, you must do all you can to make it on her or him. Therefore, you should use your most "bulletproof" reason in your letter. Since the risk of a litigation is higher with a FMLA worker, you should consult your personnel department and your business legal counselor. o Put the worker into progressive discipline for lackluster productivity and misbehavior issues. They should follow your direction and if they fail to do this it hurts overall workplace performance. We know executives are different from rank-in-file workforce, and they need to be treated differently during the dismissal program. This substantiation should be as extensive and valid as possible. To keep yourself and your company out of trouble, you should follow proper termination methods.