The boss should make clear what the worker did wrong and how to fix future behavior. Otherwise the worker will destroy the morale and productivity of your workers. This is one really good reason to lay off a insubordinate employee without delay. This assumes you have solid proof showing the reason you are sacking her (and the reason can't be she is pregnant.) You must make sure your worker obviously understands the rationale for the separation. Your ex-worker may want to work "the system" and make extra money from her separation. The second separation memorandum sample is more flexible for addressing all kinds of separations. There are three major items that you, the manager, must remember when separating an employee. You want these guidelines to list rehabilitative actions, possible situations that could lead to lay off, and the procedure one must go through to fire a worker.

You must show the worker had a pattern of offensive behavior that you addressed repeatedly with remedial actions. The termination manager looks to the Human resources professional for help with the termination. To do this, you will need to coin a worker dismissal letter that details the reason for termination and the effective date of lay off. This will keep you out of trouble even if later proof or the worker's attorney proves your conclusions wrong afterwards. Most large and small companies have a company handbook or "rules" that they let their employees know. When firing for improper reasons (which does at times occur), you don't want any evidence. This means bungling the dismissal meeting leads to an angry employee.