o Reporting improper aliens in your business to the Immigration and Naturalization Service (INS). What leads up to job termination can vary from company to company and scenario to scenario. You're on the road to change — you have identified the bad behavior, counseled and disciplined the worker, but the employee just can't seem to improve. With escalating discipline, you destroy the problem individual's legal case. o Confirm any commitments you made to the laid off worker. The employee's legal counsellor will prove your company has a loose policy, and other workers, whom you didn't lay off, have worse track records. These forms show the firing is unbiased and not "spur of the moment." You may "lay off" a jobholder owing to his or her behavior or work performance. You'll have to tailor it to your desires, but it will give you a basic foundation. This letter not only serves as the small company's legal document, it also helps the firing supervisor carry out the dismissal meeting.

When you discuss the separation contract, you must sell the package without being overt. When your wrongful layoff suit goes to trial, the jury will laugh at your stupid reason just long enough to give a whopping large award to your ex-employee. This would include a copy for your records and a copy for the worker listing the amounts stolen and how you took this from their pay.) Sever ties immediately and the worker who committed the theft will not have an excuse to return to the building. Your report of the inquest serves as your papers justifying the termination. The following is a sample of a separation letter for terrible performance. Make sure you have solid papers when dimissing a person's employment.