Further you must prove the person you do hire was the best-suited for the job. Step 3 in How to terminate Someone: Perform an Exit Interview. I have decided to terminate you from employment at effective immediately. Here the supervisor may dismiss the jobholder with cause. It is essential to have another member of management present when firing workforce. And those are the easy ones–some employee termination is distasteful. If the written notice does not work, you need to lay off the person. It's unlikely the jobholder will sue you and, if he does, you'll probably prevail. Abuse of firm property or cheating on time and payroll records are enough cause for employee termination, especially if it is not the first case. If the original hiring boss goes ahead and fires the bad worker, it's hard for the jobholder to claim this boss laid off her because he held prejudice against her. Also, if some outside reason causes the employee to resign, the unemployment commission would consider this an involuntary dismissal.

In doing so, you won't surprise the worker with his lay off. This sample discipline notice should clearly define the prior issues with the employee and then spell out the disciplinary action taken in the second paragraph. The owner of the company or the jobholder's manager should sign it as well. But you should confront the disgruntled worker using the policies or procedures in place.