FROM THE WEB: RELATED INFORMATION: You can include both options in your lay off letter sample and decide in each instance what is best. Your personnel cannot do their jobs unless everyone obeys the business rules. She said it was due to his poor productivity and showed him the warnings to prove it.

With workforce' compensation cases, your state may force you to rehire the employee for another position when she can return. This leaves me with no choice but to inform you that your employment is laid off effective immediately. Since the jobholder will probably only bring himself as a witness, you'll have a two-to-one advantage. The manager should never lay off an employee on a whim or out of resentment. When the worker has a behavioral problem such as attendance, you can often dismiss in a month or less. With progressive discipline, the jobholder can't say his dismissal surprised him. The hearing officer will sit at the head of the table, the ex-worker will sit on one side and you and your eyewitnesses will sit opposite. You should not only give the jobholder warnings but he or she should recognize them. You've already read about preparing severance packages in Chapter 8 - Step 4. Otherwise, you'll look like you're "out to get" the insubordinate employee. Your first agreement with the salaried monthly employee may have included a severance package in the event of termination. Remember his lay off has nothing to do with his productivity and conduct.