If you give more than one reason, the worker's legal adviser will have an easier job. If you don't have a proper reason to fire the worker, you are risking a pregnancy discrimination suit. On the account of the conditions of your separation, further lawsuit will be in place and company attorneys will be in contact to discuss conditions of repaying the company for (stolen or misused) business items. If you are an Hr boss, this may be as easy as contacting a higher authority, such as a Vice President or President of the company. Again use escalating discipline to create satisfactory evidence and prove you gave the sick and disabled employee chances to improve performance. But, when you have a dedicated Human resources staff, the benefits are tangible and worth the time. 3) State you have ended his employment and give the effective date of lay off (generally that day). If you're the owner of a small business, then you must have your second-in-command or an outside employment attorney-at-law review the file and give you their opinion. A layoff must not be harsh, unjust or unreasonable to be a fair termination. Finally, any sample termination letter template should include some suggestions on how to make the notification unique to the individual writing it. It should make clear your previous attempts to correct the worker with dates, a statement communicating the worker is dismissed effective on a date, and any final pay and severance packages. (This shows you treated the worker fairly.

Attorneys call this constructive discharge. Make it clear there won't be any second chances for the employee to change his ways. By fixing the problem the first time, your problem worker's behavior may increase.