FROM THE WEB: RELATED INFORMATION: The worker is always working "the system". Stick to the Facts in the dismissal Letter. Then give the details of the layoff including the firing package details. When dismissing troublesome employees, personnel workforce or small company owners should try to curb personal feelings. o What was the guideline of behavior expected of the jobholder and how was the noted behavior different? Therefore, this is an important step in the dismissal process and you must prepare well-thought out questions. Once you prove the fraud, you can fire the worker immediately. You must also make workforce aware of the specific departments affected if possible. You may have been told that to "legally" dismiss you should document the employee's performance problem and bad behavior. The resulting drop in productivity will then cause your sales to plummet further decreasing worker esprit de corps. When the worker ignores safety rules in the plant, you give him a desk job. To make a valid case of rightful dismissal, such a series of progressive discipline actions should detail oral warnings that have then progressed to written warnings, followed by suspension and then layoff.

o Escalating discipline is confidential and should only be between you and the problem employee. You present the letter at the layoff meeting the day you sack the employee. The exception to all this is if she has gross misconduct and then you can lay off her immediately.