o When you feel the employee could "go postal" (that is, leave and come back with a gun), you should hire a security guard for 2 weeks, have him wait in the lobby and have him look for the separated worker. With hope of finding my practical procedure, I reviewed the current dismissal literature. When you develop strong guidelines for employee separation, it makes this process much easier. You should keep this in mind even if he's the worst SOB. This is not the right message, so before you go too far, you need to decide what measures you will take against insubordination, and then when it will be too much? The written evidence about the termination should ideally include a series of progressive discipline actions. There are plenty of stupid and improper reasons that you want to avoid such as sacking someone because he's left-handed (stupid) or because he's old (illegal). This should include a conversation of discontinuance pay, health benefit expiration dates, and processing of the final paycheck). The supervisor's poor answer makes the jobholder believe the "all-knowing" employer is planning to screw him out of his rightful government handout.

Unquestionably, if you're laying off the jobholder on the account of the company's financial difficulties or on the account of downsizing, you should make clear this as well. You don't want a legal counselor accusing you of bias in a illegal lay off suit. You are receiving this memorandum to notify you that your employment with (firm name) has been fired effective (include date here). Since you gave no reason for firing this individual, the jury will have to seriously consider the jobholder's "made-up" reason. Most of the time, the firing of personnel occurs when the worker has done something to deserve getting laid off. That means you must inform the employee will lose his job if he doesn't follow your direction.