Whether you layoff workers for performance based reasons or because of business wide dismissals, this particular chore is never one to approach lightly. These all favor the dismissed worker. We should not have to warn the next step of action will be dismissal. o Has the firm consistently sacked similarly placed workers for these reasons in the past? This isn't the time to accuse the jobholder. You must ask the dimissing manager for a recap of the lay off meeting and the events leading up to it. Remember former personnel can begin a smear campaign against you and the small business and this will only add to your current problems. Managers who fire a worker "for cause" don't generally provide an employee notice of layoff.

Use of controlled or improper substance on the job: _____. The exit interview is a time for the employee to voice their grievances with the business. Then dismiss the supervisor's employment. Your only choice is to act on his maliciousness by dismissing him right away, because you can't have an employee undermining your authority. Make sure you have your personnel department review any such statements. You must have described this reformatory action in your employee handbook. Since your primary purpose is to make the jobholder happy and stop anger, you should write the letter as positively as possible.