Perhaps the poor work is a result of employee having no training to perform certain tasks. For escalating discipline cases, the employee gets 3 warnings before layoff. Any separation notification should clearly state the exact reason for termination.

First, recording violations of firm policy tells the employees you mean company. After you give 3 warnings and the difficult individual fails to increase his attendance, you can layoff him legitimately. Use a Sample Written Notification of Dismissal. Keep in mind the entire separation notice must remain objective. Simply citing your employee with a notification of reprimand may improve your employee's work productivity, but often it won't have a lasting effect. For a high-risk termination, you don't use a dismissal notice, so the separation document is the only documentation you must prepare. A worker separation notice should identify the problem, list the previous attempts to resolve the problem (noting dates and warnings), and be signed by a firm officer or owner. Unfortunately, employees claiming unlawful separation are suing companies every year. If your former employee decides to file a illegal separation legal action, his lawyer may use your dismissal memorandum in the proceedings. It's better to move forward and focus on the future direction of the business and organization. Wish the worker good luck in all future endeavors, and that will be the end of it. Being the ex-employee's contact person, the Hr professional is in a unique position to "sell" the separation package and the release of claims.