But it is wise to have the case thoroughly documented. Also, if the misbehavior or bad performance occurs occasionally, don't use escalating discipline. I accept this offer for extra severance benefits as described in this letter and agree to the terms. Here you'll learn how to evaluate the risk of your termination using my proprietary and trademarked Dismissal Risk Estimate & Protection System(tm). By reducing your dismissal risk, you'll save the small company significant money. After you hear all sides of the story, then make your lay off decision. I must tell you that after (number) work quality counseling sessions with company management and (number) written warning notifications about your poor work quality, there has not been an acceptable improvement evident in your work. After her final written warning, you can layoff her when she continues to perform below your directives. Be careful of these sites because their recommendations are often too simple for the "real world". (I've included a cover note template in the employee Lay off Toolkit at the end of this book. It should accurately reflect the small business's lay off program.

Failure to attend work without calling in is mostly cause for immediate dismissal in most positions. After all, a jobholder that is misbehaving is one that believes he or she can make and live by her or his own rules. If you need the employee to stay, it's better to say, "You can leave if you want, but you may be subject to discipline and layoff.". 7) Give the date by which the employee should sign the separation document and inform the employee you encourage him to have a lawyer review it.