10) Ask if the employee has any questions about the termination, the severance benefits, the separation package or your help finding another job. Although you can't prove the insubordination, the worker still has a productivity problem. Even if he or she is the worst worker imaginable, you'll still find yourself reluctant to fire that worker. But usually, personnel leave because you're overworking them, they have rigid schedules, they have difficulty in getting along with other employees, or they have personal duties.

In such a situation how do you make sure that your separation notification is employee foolproof? And, if the firing manager didn't give them already, you must bring the worker's final paycheck and severance check. It means adding extra responsibilities to your already hectic day, and worrying about hiring and training another professional to replace the employee that's left. If your former employee decides to file a unlawful layoff lawsuit, his attorney-at-law may use your layoff letter in the proceedings. 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. It shows you tried multiple times to correct the employee's behavior. The owner of the firm or the employee's supervisor should sign it as well. Before writing this memorandum, you should gather as much recorded evidence as you can to support your case. If you have an problem worker, you must address the problem and deal with it swiftly. Although much of this book has described how to fire a single worker, this chapter discusses mass layoffs of workforce. Keep the following question in mind when performing a layoff, "How would I like the company to treat me if I were the one being terminated?