It's unlikely you'll have a violent separated employee since most handle the firing calmly and maturely. Instead, give the worker 2 or 3 chances to increase through formal warnings over a reasonable period of time. Having Production Slowed by a Problem employee. It should include a copy of the lay off letter, separation contract and COBRA notices. It's important to give an "honest" reason in the firing letter. Also the employer should give this feedback in a professional way proving that he or she did not provoke the circumstance. Have the worker sign the letter. Because she separated appropriately, her legal risks from the dismissal were minimal. If the difficult worker is always late to work or with her assignments, then get her some formal time management training. In a perfect world, the company will never need to use the employee discipline form.

If you write the notice suitably and use it in a proven lay off program, you will lower your chances of a legal action and lessen the disruptions in your workplace. I call it my Dismissal Risk Estimate & Protection System(tm) (TREPS). And you can use an employee firing form even when you're not separating an employee. Unless her or his misbehavior is severe, it will take more than one incident to build a case against an employee. For example, don't say the employee just doesn't fit in the new organization you're building. As you know, you have received 3 warnings for terrible productivity.