Give the date by which the jobholder should sign the separation contract and inform the jobholder you encourage him to have an attorney-at-law review it. For example, you would like your lay off memorandum to reflect the company and your position, not someone else's. Also it is part of the Human resources department's responsibilities to know the laws and rules that apply to dismissals. Probably, the jobholder will ask for an extended date, and this often is the first point of negotiation. If you separate a worker for this particular misbehavior you had better have papers. After all, this may be their supervisor you're separating! A good sample layoff notification for disposition should include several basic features. Dimissing a jobholder is never an easy program either for you or the jobholder, but now and then you'll have no choice.

Because it is awkward for everyone, the dismissal of workforce is not a common event. Unfortunately rumors are one of those problems the problem employees often start. In Tool #5 of the jobholder Dismissal Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. There are many reasons that make it necessary for a worker firing. Instead, restate the information in your layoff memorandum. And an angry employee means a litigation or a big settlement. In your lay off letter sample, these details won't exist.