The notification should not only present the company in a good light, but it also removes any loopholes a former worker could take advantage of in court. Then describe the discontinuance pay, any extra benefits and important contact numbers. Remember in Chapter 8 you should've determined your upper limit for the severance negotiations. Terminating this employee is important to protect your other workers, your workplace productivity, and most importantly, your sanity. This includes writing notifications for employees you fired for cause and those who were jerks. o Worker worked in an unsafe environment. Since this is such a substantial step, you should plan what you'll say to the worker. o Inform each witness neither you, the company nor the accused employee will retaliate against her.

She may also hint at getting an attorney-at-law involved. State directly that you're dimissing the employee and the effective date. When she offers to resign, you should have her write you a resignation notice. The prevalence of lawsuit in our society means that many bad employees will begin suit claiming you have unfairly dismissed them. Now here's the list of employee protections from terminations. The jobholder consistently misses goals and targets. o Most importantly, he may still sue you for improper dismissal, even if he resigns. With a big customer, you likely want to have a face-to-face meeting.