My advice is to sweeten the pot and (How To Fire Employees)

My advice is to sweeten the pot and upgrade the urgency for the employee. When you are writing the firing letter you must, at a minimum, cover these topics. While you should lay off within 48 hours after an event, you also should remain composed during the lay off interview. To develop your standards for worker termination, work with your legal department. Other post-termination processes will include providing personnel with severance packages, completing benefits packages and completing an early retirement package. Second, it provides you with an easy reference that ensures your remedial program is fair and removes the emotions from a situation that can cause you too be too forgiving or too harsh. You should give each worker his final paycheck during the lay off meeting. Unless the action is an extreme offense that calls for immediate lay off, you will need to build an important case when it comes to terminating workforce for misbehavior. Remember a termination for cause is never anyone's fault except the worker who stepped outside the guidelines of the company.

When you fail to give a reason for lay off, it leaves a blank space in the jobholder's mind. When you have finished reading Chapter 10, you'll know how to layoff a single worker. This follows the guideline practice of business writing of placing the main point at the beginning of the document. This will make the dismissal much less painful, since you're showing a personal vote of confidence in the jobholder (and showing the termination is due to financial issues rather than performance). The following will typically meet your wants for a lackluster performance and minor misconduct cases. So, if you do need to fire one of these employees you should avoid being on the losing side of an unfair termination case.