In any workplace environment, it is important for both the employer and the employee to understand the manager's rights. As a supervisor, you may hope to never have to write a worker separation notification. For example, you might say the employee caused great problems with her or his disposition and then describe, in detail, how it affected the company. Although this is true, you should continue with the dismissal.

Obviously, the worker should sign the employee separation agreement. If you have an Human resources department Supervisor, this person should do the review. If you make this a compulsory transfer, the employee could quit, claim constructive discharge and still sue you for unlawful dismissal. How to lay off Someone the Right Way. At what point will you separate the jobholder? If an employee is underperforming in key areas, then the best maneuver is to bring someone in with the proper skills and expertise. Unless the firing is reformatory in nature because of employee misbehavior, there are successful ways of easing the separation anxiety of everyone involved. If you're comfortable with the risk level and the cost, then just go ahead and show the bad individual the door. Policies for dealing with difficult employees in this area differ from company to firm. High-Risk Termination Checklist (Cont'd.) An employee written notification is nothing more than a note to the employee to let her or him know that job performance has been unsatisfactory. In either case, you have much more legal exposure than with a low-risk lay off.