Any aggressive, physical violence toward a superior is unquestionably gross misconduct. By reading the memorandum instead of speaking offhand, you'll be sure of giving the correct message. If you eventually dismiss a worker for sexual harassment, you need this legal evidence to support your decision. If a few people feel like they are singled out, it will affect overall employee performance. And, when you lose the litigation, the judge may force you to pay for the ex-worker's lawyer as well. Decide whether you'll do voluntary or involuntary separations. In general, an employer has the right to expect a jobholder to perform the duties and tasks required of the job in return for payment. But in other cases, the employer chooses to give only a written notification. But as with any benefit, you will find some personnel take advantage of the system.

This memorandum serves as written warning to [name]. A medium-risk layoff is simply those dismissals which are not low or high risk. If the written notification does not work, you need to sack the person. If you're separating the worker for drinking on-the-job, for instance, don't beat around the bush. However, when you're firing the worker for an wrongful reason, you'll pay through the nose. If your community has recognized you in the past as a prominent, local business leader, you may feel added guilt.