o You weren't out to "get" the jobholder. You business may want to add other information to the employee warning for. Frequently, you won't get any questions because the termination has stunned the jobholder. The employee will, of course, claim the "real" reason for her separation was because she took workers' comp, and she'll get a legal counselor to sue you. They'll see there's a safety net, so if they screw up, they get a chance to improve.

You take the time to give her more details about her severance package and answer any questions. So keep a vigilant eye out for the 5 early warning signs of worker misbehavior and tackle any potential problems before they ruin your workplace. o The worker's attorney who wants to put the worst possible spin on everything you write. Since this is just a sample dismissal letter, you should change it for the small company circumstances. Otherwise, the jobholder or his legal defender will accuse you of discrimination. This includes how to prepare for and conduct the firing meeting. Unfortunately, dimissing employees is part of doing business. The commission expects you'll warn the jobholder at the first misbehavior incident and give him a chance to increase. You can include both options in your separation letter sample and decide in each instance what is best. These are all part of the employee lay off letter procedure.