Use the guidelines I recommend in Chapter 8. This call usually comes with a sob story about how unemployable the employee is and how many kids he has. The manual must describe what to include in the letters your write. You should even call up your small company acquaintances and personally refer the worker to the new employer. Tip 2 for Separating: Document Worker Rehabilitative Action and Keep It Consistent. Step 16: Prepare Departure Notices. Remember to communicate directly in the memorandum and to give the sacked worker a little space. o Does this witness account corroborate another or does it conflict? o If you're disciplining instead of sacking, you should write the final written warning according to the standards of Chapter 6. The following is a sample of a layoff notification for lackluster productivity. The termination and reprimand notifications need to be precise and represents the professionalism of a company's policy.

This is followed by a written warning, a final written notification, and then dismissal. Then when a termination happens, make sure the lay off manager has the support of a representative from Personnel. This makes no sense because he obviously had no prejudice when he hired her. Therefore, treat this situation like a high-risk dismissal.