And, we advise you to review this agreement with your legal counsellor, although there's no law compelling you to do so. Have a sample letter of disobedience on file. Instead we are talking about dismissing employees whose work productivity is poor. * Decide which punishment is suitable for the worker theft. For example, we can't say "resign or be sacked." When we give ultimatums like this or make life unbearable for the high-risk worker, the employee can still sue us for unlawful termination when he resigns. In other words, the way you lay off the jobholder is much more important than the reason you fire him. In reference to our prior meeting held on (specify the date of the meeting /meetings), I hereby state that your service with (specify the name of the company) is terminated. Terminating an employee seems as easy as saying "you are laid off" but this simply is not the case. Lastly, sit down with the jobholder and discuss the firing notification. For a medium risk termination, you can terminate immediately, but you have increased legal exposure.

And, you should never express in your layoff notice that you feel bad for sacking him or her — although I know that it seems kind. As soon as the jobholder is gone, spread his duties and assignments out to the remaining personnel. And that will have a direct impact on your small business. If you need the worker to stay, it's better to say, "You can leave if you want, but you may be subject to discipline and separation.". If you layoff an employee for gross misconduct, you must have valid reasons and document it suitably. If you're an employer and you know your rights, you'll be able to avoid any legal disputes that may result from a insubordinate individual or someone you have fired.