Tactful language and allowing the employee to leave the firm with dignity in front of co-personnel are important. With this as background, the following incident triggered your dismissal. Please don't use 'downsizing' as an excuse for sacking insubordinate employees, or creating a culture change in the department by replacing old workers with new ones. When you suspect the worker committed a serious crime against you, a worker or the company, you should get the police involved. o The worker has received regular promotions.

The consistency rule doesn't mean you must treat EVERYONE the same. You can also charge him an added 2% administrative fee. When writing about the reason for the jobholder's lay off, include specific details and examples of incidents which have led to this termination; see more about this in the next section. That means you must tell the employee will lose his job if he doesn't follow your direction. The template of an job termination notification sample is given below. o The political fallout from sacking the jobholder could risk your job and career. Unfortunately it is easy for a fired at will employee to bring a case against you claiming you had no real ground for lay off. o Are you dimissing the jobholder for an illegal, stupid or "no" reason? We at [company name] regret to inform you that starting [date] we will no longer need your services. To protect you and your business, I encourage you to ask questions which will bring out admission of fault.