*It should include the reason you are writing the notification. Because the jobholder is acting on the behalf of his coworkers, you can't separate him for his e-mail without violating the law. In theory, terminating an executive should be the same as separating a rank-in-file employee. The employee reprimand letter is part of this papers. However, these managers and Human resources people also know there are a certain percentage of employees who can never get the job done. And, you must sack the offending employee. It is important to remember a court can use the notification as legal substantiation in the future, so it is important to draft a copy and have someone else in the human resource department review it. If the employee refuses to leave after a reasonable time, inform her firmly to get out of the building. If it does not turn the jobholder around then it is a critical document in separation program. In this case, you can terminate the worker for job abandonment because she only gets 12 weeks of protected leave under FMLA.

I know this may go against your principles, but it's a reasonable company decision when the troublemaker is costing the business lost time, lower esprit de corps, lost performance, regulatory fines and legal hassles. If the employee refuses to sign it, have another boss sign pointing out that he or she witnessed your discussion with the jobholder. Employers do not want to leave any doubt about why they are sacking a jobholder. Although this is an oral notice, you must record the date of the conversation and you must notify the worker the conversation is serving as an verbal notice and following late arrivals to work will result in a written notice. If you are sure that this person is creating a poor work environment or detracting from the goals of your small business, then you shouldn't hesitate to let him go.