You can do this through (Employee Reprimand Letter) escalating discipline, which

You can do this through escalating discipline, which will aid you upgrade the worker's productivity if this is at all possible. The firing letter is an important document not only for the termination meeting but also for legal purposes if the jobholder files a wrongful dismissal law suit. Since law will force you to give the reason anyway, you might as well include it the layoff notification. Medium risk - You have a high chance of the fired worker suing you OR a high chance of losing in court. Meet with Workers Individually: Understand that some workers will find the dismissal more difficult to accept. This is true if your only choice is to sack right away. The next steps involve verbal corrective action, a written notification, and a finally layoff letter. Uses for Employee Reformatory Forms. The written notice galvanizes the personnel understanding that a behavior or action is out of line with the business' policies. Written notification: "As I warned you in the previous oral warning, your [bad behavior] is unacceptable. o The political fallout from separating the employee could risk your job and career. To discipline a jobholder properly, you should follow a method that gives this individual chances to fix her or his behavior.

So what does this mean for you, the manager, if you must layoff an underperforming worker? Today you risk lawsuits for terminating a jobholder the wrong way. You should have a legitimate reason for dimissing the employee, and you must communicate this reason to your employee. Unlawful dismissal is sacking someone's employment for an illegal reason whether intentional or not.