If you procrastinate, it draws attention to the situation and this creates a hostile work environment. Identify the type of layoff you are dealing with. After gathering all data and deciding on a warning, you must prepare the papers. Attached: (Because of the severity of the situation, you should attach a copy of the proof showing the employee's theft or misuse of company property.) After writing your worker lay off notice, you should then sit down with the employee and discuss the notification and any steps the worker should take to complete the lay off. (If you don't plan to cut a final check due to the size of theft, have the paperwork ready. For every dismissal, you should know the risk of paying out a big illegal termination award. Following the steps will minimize any mistakes that might hamper the procedure of termination.

A sample notification of misbehavior helps set up a formal, unemotional tone when dealing with bad employees. For example, if the jobholder is on notice for excessive personal phone use and he ignores the warnings, you'll likely sack him within 1 1/2 weeks. If counseling does not reveal a valid reason for lackluster performance or reveals a problem that cannot be resolved, you must issue a documented warning and place in the jobholder's Human resources folder. Please find attached the letter of recommendation you asked for. And, I've been available to assist you meet my directives and reach your goals. Remove the jobholder from department charts. If you don't apply a legitimate reason equally to your workers, you could still be in court.