Notification #2: "Medium Risk" Separation Letter - For Poor productivity And Misbehavior. If you are a small business owner, firing a high level employee may also be emotionally challenging because you have likely formed a close relationship with that person. If you bring them into your office and explain the situation, whether it is downsizing or poor work productivity, the other employees will appreciate your honestly. Do you have a jobholder that you have reprimanded and warned many times, an employee that you are considering letting go? Legal counselors and Personnel professionals call this a separation by mutual consent or a negotiated termination.

An employee that is incompetent, whether real or feigned, may present problems down the road. If a small company owner does not reinforce on regular basis the communication channels between him and his employees, a departure of a jobholder can disrupt the business and heavily impact overall worker group spirit. (If misuse of property is the case, continue here, as follows.) Because your abuse of business property is a severe offense, we should request repayment of suitable funds to refund the company for the property loss. It is important to remember a court can use this memorandum as legal substantiation in the future, so it is important to draft a copy and have someone else in the human resource organization review it. For example, you don't want to say in a department meeting, "We are looking to get some new blood in here." Then, a week later, you layoff a poor performing 56-year old worker. Even "at will" employees who understand that they may lose their job at any time may have legal recourse if your reasons for dismissing a jobholder are invalid. Likely, the individuals laid off were friends with some of the remaining employees. Besides total honesty, when letting a worker go, you need to be firm in your decision. Like tardiness and absenteeism, everyone knows these standards and juries would find these standards to be fair. If you're considering corporate outplacement services, understand that they not only provide help with the termination program but also with the dismissal package you will offer, and other details. A foolproof lay off notification is one of the most important documents of the lay off program.