Mention the warnings you previously gave the worker and how they have lead to the decision for layoff. To discipline a worker suitably, you should follow a procedure that gives worker chances to fix their behavior. Your employment with [Your small company] will fire effective ________________. Rarely is a worker ever dismissed on the spot unless that employee is a threat to the safety of other personnel or involved in criminal activity. This tells the worker you see a problem and the productivity you expect. You should also attach any applicable business policies and state or Federal policies relevant to the downsizing. This questionnaire asks you the reason for terminating the jobholder.

Why are employee investigations before termination so important? Therefore, you must refuse to write notifications of recommendation for potentially dangerous workers. These forms show the firing is unbiased and not "spur of the moment." You may "layoff" an employee owing to his or her behavior or work productivity. Third, have standards in place so the grounds for lay off are legal and fair. You must refer to these in the termination notice. Management should not consider a jobholder disobedient if he or she cannot perform tasks contained in another employee's job description appropriately and safely. Therefore, it is important for you to either get a difficult individual in shape or to separate her or him before it leads to more problems. The most effective weapon you have against illegal employment termination suits is clearly written firm policies.