Depending on their personality, some workforce will respond better to a supervisor who keeps an "open door" policy and invites comments and dialogue. If you own a company with strict OSHA laws on worker hygiene, it is imperative that you enforce them with your personnel. If you had the flu, you should have had another administrator cover for you or called me back Monday to tell me you couldn't do the rescheduling. Give business grounds for the firing. For many supervisors, this is a surprising result of an investigation. If the employee fails to improve as the result of escalating discipline, you'll have built up enough of a case to separate the jobholder without risk of facing a law suit. As an alternative, I wanted a practical program that gave me options and applied to any dismissal, so I didn't need to always call a high-priced legal counselor. If you have a loose policy and you don't enforce attendance consistently, use the second method which warns the worker for poor job performance. In that event, you must be ready to follow good procedures for separation. Getting a sample employee dismissal letter and using it to create your own document is a wise move when you must dismiss a worker. And state the date the worker will stop working, and any cash payable to the jobholder as well as any firm property the worker should return. Do not let the imagination of the dismissed employee run wild with discrimination litigation ideas.

It is important for your employee separation letter to be well-written and thorough. There are many reasons that make it necessary for a worker dismissal. This is why you must be sure of your reasons to sack the jobholder.