A reprimand memorandum is generally the first step in any legal and proper worker firing process. If you don't apply a legitimate reason for separation consistently, your separation risk level goes up significantly as you have seen. Notification #4: "Medium Risk" Layoff Notice - Layoff On the account of Company Desires. Besides total honesty, when letting an employee go, you need to be firm in your decision. Further, you should copy parts of the jobholder handbook or brochures explaining relevant severance benefits. In addition, you should make sure the rationale for separation are for problems not related to the scope of FMLA. Remember when discussing the circumstance with a worker to continue to reiterate why it is important that they do not behave in this way. Also, you should meet in a private office or conference room. It is an intimidating action to do at first, since you are sending a fired worker into unemployment. Finally, using a similar format keeps the procedure of layoff consistent and fair for all individuals involved. It is also a good idea to have your human resources manager or your legal counsellor review the letter before presenting it to the worker. (Here's another more economical alternative for staying out of trouble when separating and includes a quality sample dismissal notification and other dismissal forms).

If you offer a better discontinuance package in exchange for a release, the letter should state this. He's the individual who stirs up the workers against management or he points out places where the company is out of compliance with one rule or another. No matter what steps you take, the program should begin as soon as possible.