o A layoff letter which obviously describes the severance package including any compensation, cash for vacation or sick days, their final day, and so on. The supervisor should handle the firing memorandum the same way in all three cases. Second, don't worry about acting like a legal counsellor in the meeting. See Tool #3 in the worker Separation Toolkit for layoff notification templates. Most executives have employment contracts. Step 2: Decide How To sack. With gross gross misconduct, the worker shows a lack of respect not only for the boss, but also for coworkers and the firm at large. You should have already carefully put thought into this before the lay off and there should be no reason to change your mind. Take your time to say your goodbyes if you want.

Veteran managers know that you'll eventually have to fire a worker. You should give them a chance to change their ways, but if they don't, you should terminate them. You must have a legitimate reason for dimissing the employee, and you should communicate this reason to your worker. So, if you do need to dismiss one of these employees you should avoid being on the losing side of an unfair separation case. You'll find extra tools in the worker Dismissal Toolkit which I've included as a bonus with this edition. o If you're terminating the jobholder, you must prepare a dismissal package, write a lay off memorandum and hold a dismissal meeting. Writing a Lay off Memorandum: A Key to Proper Preparation.