The employee will, unquestionably, claim the "real" reason for her dismissal was because she took employees' comp, and she'll get a legal adviser to sue you. Yes, you can layoff even when you don't see the incident firsthand. Valid Grounds for Layoff of Employees. Whether you are sacking your difficult employee or laying off personnel due to downsizing, you should give each employee a formal separation notice. You are receiving this letter to notify you that your employment with (business name) has been terminated effective (include date here). To do this, you should follow the program in Chapter 4. The worker has not been doing a good job, the boss has all the evidence of this and the jobholder has fair warning that it will happen. The following is a sample of a lay off letter for poor productivity.

When you do have problems with an employee, you should document it with the rehabilitative action you took. Your report of the inquest serves as your papers justifying the layoff. Take the time to gather necessary evidence, including a worker termination form, and call the employee in for a conference when tempers have had a chance to cool off. This will let you create a safe environment for you and your workforce alike, as each of you'll have a sense of security about the other party. When the worker can think of himself or herself as being "fired" as opposed to being abruptly "dismissed," the personnel negative feelings toward the boss don't linger and the productivity of their remaining coworkers does not suffer. More importantly, outplacement helps the worker shift his focus from negative feelings about his old position to positive feelings about a new career. Once you notice repeated bad behavior that calls for termination for cause, address it swiftly and do not bend.