The rationale for sacking an employee will depend on each specific situation. Make sure everyone in Human resources knows how to complete the firing notification template. o Are you dimissing the jobholder for an improper, stupid or "no" reason? Remember your ultimate goal is to create a safe and productive working environment for all workers. You don't want the bad employee to say he didn't know he could lose his job. You may learn in the appeal the firm has forced the employee out due to a hostile work environment. Once one worker gets away with problem behavior, this gives other workers ammunition for that same behavior. The sacked worker may sign the agreement at the meeting or may begin negotiating. You hear from her lawyer you sacked her because she refused to sleep with the manager. So what does this mean for you, the manager, if you must separate an underperforming worker?

This means you must develop guidelines for worker termination and apply them in a consistent, but fair manner. Progressive Discipline Help: Sample Employee Discipline Memorandum. o Chapter 9: Method For Conducting Low-Risk And Medium-Risk Lay off Meetings. Layoff forms are useful whether you need to write a lay off memorandum or to write up an incident for the employee's permanent file. o Filing an EEOC Complaint by the jobholder. o If you're dismissing the jobholder, you must prepare a severance package, write a separation notification and hold a separation meeting.