Finally, sit down with the at will worker and discuss the layoff letter. The Concerns of Firing Employees. You might even find yourself battling legal charges if the employee feels that your layoff was discriminatory or that your layoff did not have a solid basis. An employee firing form also helps to ensure you don't dismiss an employee on impulse. * Will firing this employee affect productivity adversely? As we've discussed before, you can be in court and lose the case even when you have a documented legitimate reason for the layoff. If you're terminating a jobholder, the contents of your dismissal letter are important. In addition, they will provide a standard on what information to include in the termination notice you supply to your personnel. If you don't know how to use escalating discipline or how to write a proper lay off notice, you need a copy of my book, "Employee termination guidebook." You can get it at my website: It's important they understand that at no time should they make any guarantees about employment to any workers. But if you think of it as a standard business program to follow, you can get through it more easily.

It may even be wise to include a receipt notice that they have to sign and return to the personnel office. If the jobholder refuses to sign, document this fact as well and have another supervisor sign that he or she witnessed the worker's refusal. Give this paperwork to him and ask him to review it over the next few days. Including Examples in Writing a Sample Termination Memorandum for a Bad Attitude.