The worker reprimand letter is part of the escalating discipline process you must use before terminating any employee. The worker layoff notice should succinctly identify the problems with the current worker, if the action has resulted from insubordination. Inform the worker you're giving this "short-cycle" productivity review to give him a chance to increase and understand your new directives. The human resource individual should begin by calculating the reasons for terminating the jobholder. To develop your standards for employee dismissal, work with your legal department. The managers don't want to hurt the jobholder's feelings by giving the legitimate reasons. She'll think she has complete protection from termination on the account of ADA, and she'll want to sue. You should not display anger during the layoff interview. Or once the worker exceeds the limits on absences, he or she should always provide a medical excuse. o For minor misconduct or lackluster productivity, was the worker given a reasonable amount of time and number of chances to upgrade? You can then use this papers to cover yourself from potential legal ramifications if that worker claims discrimination.

You dismissed him for his incompetence. Remember you should have a paper trail of evidence to back up all the reasons you list in the notice. When you realize that terminating someone will increase esprit de corps and your small company performance, you can sleep at night. o Why do you think your manager terminated you? Someone from Human resources is commonly a good choice.