This preparation makes the method easier on both you and the jobholder. Unfortunately, employers many times find themselves facing law suit about a layoff because they failed to act consistently with all employees. You can use the same format and form you used to warn the employee. dimissing a high level employee. The employee now knows the problem is serious and you're keeping evidence in his or her file. Only layoff a probationary worker for a clearly recorded, legitimate and fair reason. Since it is such an important document, you should consider several key elements when writing a dismissal letter. Step 1: Educate yourself about separation methods and options.

You have the right to fire someone whose work performance is unsatisfactory. o The adequacy of your papers about the worker's poor performance and misbehavior or the business reasons requiring the job elimination. You don't want to sack someone for occasional minor misconduct occurring over the years. They often limit your flexibility on what you can fire for and how you can sack. Many managers, owners and personnel professionals believe you need a jobholder handbook before you can sack someone. With the law suit-happy legal atmosphere employees must deal with, it is important to understand exactly what misbehavior is before taking any action for a worker's misdeeds. They hear the complaints from the sacked worker on their way out the door. This is the subject of the next section and be ready for a few surprises.