Now, once you have documented your suspicions, you then verify everything on the resume. You must have a checklist listing any firm property or assets the jobholder should return. Remember when writing your own letter, you should clearly express why you are dismissing the employee. Unless the accusation is trivial or you're already aware of mitigating causes, you will explore the gross misbehavior further. Therefore, treat this situation like a high-risk layoff.

When sacking for unlawful reasons (which does at times occur), you don't want any evidence. Many supervisors and Human resources managers wonder if the letter should include the dismissal reason. The first paragraph should outline that it serves as a written notice, the rationale for the written notice, and the cause of the jobholder receiving the written notice. o A layoff notice which clearly describes the severance package including any compensation, cash for vacation or sick days, their final day, and so on. When you mess up, it can cost you. o Is it clear this termination isn't for an improper reason, a stupid reason or off-duty/ off-site conduct? This makes it clear right away what the meeting is about and the topic is serious. Second, the letter helps you start the lay off meeting. Unless this individual is prone to violence, theft or something wicked, you should provide a notice of recommendation. o A lay off notification which clearly describes the severance package including any compensation, cash for vacation or sick days, their final day, and so on.