Think of the increased severance as an insurance (Sample Employee Discipline Letter)

Think of the increased severance as an insurance policy. This increases the chance the employee will find out ahead of time. Your guideline package is what you normally give employees when you layoff them. You will need it if the employee files a law suit or grievance for a wrongful dismissal. These steps will make the layoff go smoothly for you, the business and the disgruntled employee.

When you requested my "Termination Triggers" report a few weeks ago, you likely found my web site and my Employee termination guidebook from a web search. We believe the best way to handle the circumstance is to react immediately and to confront the person using the policies or rules in place. Remember there are always several sides to a story, so do not just consider the eyewitness story, but hear out the employee under lay off before continuing the firing process. You should work to make this transition go as smoothly as possible. Most workers respond well to a boss respectfully correcting a performance problem before it gets worse. When using a worker discipline form you not only tell the insubordinate worker that their behavior is unacceptable, but you also have a written documentation of the issues. Therefore, you must make the layoff notification employee friendly. When there are economic rationale for separating a worker, consider several factors. Sometimes, you must explore a little further before deciding to warn the employee. You may need to present this substantiation and evidence of signed rehabilitative warnings in a post-layoff hearing or in court proceedings if the jobholder takes further action. When your small company should comply with WARN, employers should provide notice if a site will be shutdown and that shutdown will result in an employment loss of 50 or more employees during a 30-day period.
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