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They do not have make clear why they sacked their employee. Read the folder before scheduling a termination interview or "exit session" with the employee to be fired. Make sure you obviously explain any behavior that is reasons for immediate dismissal in the worker handbook. With a high risk separation, the employee is likely to sue and you have little papers to defend yourself. These guys can find all the dirt. Your letter of separation sample must include a few basic items. o Witnesses to the incident triggering the firing. Whether it is a reality or an unforgiving worker trying to get "even", you should deal with wrongful worker termination claims before they get to court.

o Use of unlawful drugs while at work. These will come back to haunt the terminated worker in her illegal separation case. To make matters worse, courts typically favor the worker in these unlawful separation suits. You don't want to sack someone for occasional minor misbehavior occurring over the years. The tone of your lay off notice should be firm and not unkind, but at the same time you should not include any tone of apology (unless of course you're downsizing, which is a different case). When you discuss the problem with the employee, you should also have him or her sign a document. When it comes to dimissing worker problems, you must always follow proper methods.