This letter should be brief, professional and should obviously give the grounds for firing. Inform the worker what happens next. Since some good manuals and videotapes are available on this subject including my Employee termination guidebook, you should take time to read about proper dismissal procedures. Unfortunately, your continued failure to meet these expectations has now resulted in sacking your employment. Otherwise, you find yourself in the middle of a wrongful lay off law suit. These reasons should be communicated to the worker along the way.

This leaves him feeling depressed, humiliated and worthless. This may make it necessary to find legal counsel who can help you decide if it firing is even a possibility. You must also obviously point out what will happen to the jobholder if the gross misconduct should continue. This is the most common circumstance. Usually, the worker can't sue for more than her back wages from the time of her separation to the rehire offer. Question: Can you offer an employee you're about to lay off a copy of a separation memorandum and a copy of a resignation letter and let him decide which one he needs to sign? Remember that brevity is the best policy. o Does the jobholder have a contract (verbal or written) and is the supervisor sacking only for reasons stated in the contract? Whatever mantra you inform yourself, you are running a business and if a worker hinders your productivity and service level, then you are doing yourself a disservice by keeping them in a job. When you're laying off a single worker, you need to make sure you have an airtight case for the job elimination.