When communicating with people outside your department, you should give them a new contact person to replace the dismissed employee. You should suspend or right away terminate this individual. Unfortunately, automation means owners must layoff more workers. While managers may need to know the general program for terminating a subordinate, they do not need the details of every type of separation. Layoff letters should always keep a level of professionalism that paints the firm in a favorable light. Undoubtedly, the severity of your reaction or the reformatory action you take should be in line with the seriousness of the crime. This is especially true if the employee senses imminent layoff in his or her future. Then when a termination happens, make sure the lay off manager has the support of a representative from Personnel. Remember a court or judge can use anything you write in this memorandum as evidence against your later. Your ex-employee may want to work "the system" and make extra money from her dismissal.

When your business already has a policy, written or unwritten, you should use it, and not the one outlined here. The purpose of explaining the effect of the jobholder's bad behavior on you and others is to show you based the warning on solid company reasons. Typically the jobholder's legal adviser will ask for a positive cover story during settlement talks for a negotiated layoff (high-risk). She'll think she has complete protection from dismissal because of ADA, and she'll want to sue. This is where having a worker separation form comes in handy.