When you give a problem individual a choice of resigning or you separating him, you are not giving him a real choice. These extra benefits have a real value to the sacked worker and provide him with an added safety net. Not only do you want the notification to be sensitive to the jobholder's feelings, but you also need to give recorded reasons for the dismissal.

Writing a Separation Memorandum: A Key to Proper Preparation. Remember you always have the option of hiring a temporary employee or using a jobholder from another division to fill in temporarily. You can also truthfully claim that the jobholder was fully aware that his or her job was at risk because it has been thoroughly detailed. The firing of employees is an unpleasant task for any supervisor. While you don't need a dismissal notification, you'll need a release. No one wants to think about separating employees when starting a new business - you only want to think about the growth of the company and to dream of expanding and being successful. There should also be a line at the end of the lay off notice for the employee to sign. This memorandum doesn't supersede any favorable or unfavorable feedback you received while employed at [Your business]. Of all the legal reasons, bad performance and minor misconduct need the most papers. You also must include the specific reason for dismissal, even if that reason is downsizing. She may call you or the employee to get more information. You should give copies of all written warnings to proper heads of organization, management, and of course the employee.