Therefore, it will take you 9 months or more to terminate an executive when you follow escalating discipline and give 3 warnings before termination. The sample worker discipline notice we provided is a guide. See Tool #3 in the jobholder Lay off Toolkit for layoff letter templates. Plus, you will protect yourself and the small business against any lawsuits the fired worker may bring on you. The unemployment commission favors the jobholder and only under the most extreme conditions will the worker not qualify. Please take note in this memorandum how is uses the guideline company practice of putting the "bottom line up front." There are other formats for this unquestionably, you should get to the point as quickly as possible. Remember you should have a paper trail of documentation to back up all the reasons you list in the notification. You don't ever want to give the jobholder the idea that your dismissal is open for debate or discussion.

The employee will, undoubtedly, claim the "real" reason for her separation was because she took workers' comp, and she'll get a legal defender to sue you. You can cut all chance of a suit by asking for a waiver for every reference you give. Then give the details of the dismissal including the termination package details. Principle #1: Estimate your risk of law suit before firing. o Be quick to examine any insubordination on the worker's part. You then meet with the employee. o What were the employee's excuses for the behavior?