Meet with Personnel Individually: Understand that some personnel will find the layoff more difficult to accept. Then the boss must resort to escalating discipline with the worker. Many types of firm letters are hard to write, but finding a good sample separation notification for disposition can help. On the management side, however, there is a responsibility to make sure the worker understands both the directive to be carried out and the consequences for not complying. You're a new department manager (or a new owner,) and you notice a 52-year old worker isn't pulling his weight and is a loud mouth. You offer a discontinuance package which is better than your normal package. The problem with separating a jobholder for not being a team player is the phrase "team player" is a subjective term. She leaves you no choice but to lay off her. The next section gives the strategies to use for each risk level. o References to the bad performance or misconduct.

Well-written notices of separation can ease the pain of firing. Since a medium-risk employee is often litigious, you can expect threats of lawsuits and calls from legal advisers. The jobholder will, of course, claim the "real" reason for her separation was because she took personnel' comp, and she'll get a legal defender to sue you. She resigns and gets a healthy dismissal package, and you get a release. This will reduce his anger and your chance of a legal action. The worst mistake a sacking boss can make involves writing the firing notification.