More probably, (Employment Termination Lette) you want to dismiss her because

More probably, you want to dismiss her because her performance is below average or because the business can no longer afford the higher wages and benefits associated with her seniority. To keep your costs low, you should keep the high-risk employee working for you. With insights gathered from talking with the accused worker, you'll now ask better questions than you did from your previous meeting. This second rule applies even if this is less than a third of the employee base. This is all the proof you need to fire immediately. Whatever your standards, you hold ALL your workforce to them using progressive discipline. The rank-and-file will fear for the well-being of their laid off friends. The program creates stress not only for the employees but also for you, as the supervisor. Some of these might include an IRA, tuition assistance or a yearly bonus that they employee has not yet submitted. Often it is difficult to layoff an employee over a single incident of gross misconduct.

Unfortunately, there will always be some employees who simply have a bad attitude about work. Make sure the notice gives the official date of termination. For the most part when a supervisor fires someone, he or she has valid reasons. This notice is to document separating employee _______________. You can also truthfully claim the worker was fully aware that his or her job was at risk because you have thoroughly detailed it.