Apart from allowing the boss to fire personnel with no fear of legal reactions, they will also allow him to avoid any disputes while the worker is still working. Its main purpose is to document and clarify the reasons for the firing, when the termination takes effect and what final benefits and pay the company owes the employee. Sacking Workers for Sexual Harassment. Also you should have policies on the dismissal process and conditions for a termination. How will the termination affect customers or clients? For example, you should lay off a plant boss for an unacceptable number of safety violations or missing quota. If the worker fails to increase as the result of progressive discipline, you'll have built a sufficient case to separate the employee without risk of facing a suit. 5) Go through the layoff notification with emphasis on items in the severance package.

Have the jobholder sign the notification so there is a record that you did meet with the employee and presented the information documented in the reprimand memorandum. Tactful language and providing a way of leaving the firm with dignity in front of other personnel are conditions for making the termination process less painful for everyone involved. And, along the way, you get some useful feedback you can use to upgrade the company. And, if the worker had a company car, inform her you'll pay her back for cab fare. Also give any steps you have taken to rehabilitate the employee before separation. And state the date the worker will stop working, and any cash payable to the worker as well as any firm property the employee must return. If your department uses them, write a departure notice. If you even make a small mistake in the notice, it may leave you on the losing end of a grievance or suit.