This is the step that is most for the most part used against employers when it comes to improper lay off lawsuits. You may have been afraid to lay off because he could sue for illegal dismissal. Specifically, it shows you spoke with the bad employee before deciding on a warning to find any mitigating causes. Now, you can speak your mind without worry of a suit. When a layoff opportunity comes up, this is a great time to get rid of the "bad apple." You just erase the guy's job as part of your redesign. Second, the worker is unlikely to sue and you have inadequately detailed a legitimate reason. o A copy of the jobholder's workforce file. Third, when an employee resigns, you must ask him write a resignation notice to you giving the reason he's leaving the firm. You own a small mortgage company. Since separation is always an emotionally charged situation for both the supervisor and the worker, you might include some special instructions for the manager. Training all managers and supervisors in the accurate and fair evaluation of staff will ensure that you will avoid the problems coming from improper separations.

Sacking this worker is important to protect your other workers, your workplace productivity, and most importantly, your sanity. When writing your notifications of termination, include some simple, and obvious, details. So before separating any employee, you should at least consult Personnel. Otherwise the employee will destroy the morale and performance of your employees.
Besides merely notifying employees of your termination decisions, it's also a good idea to have them actually sign off on them. More