This sample separation notification fits best for hourly or at-will personnel. Plus, you will protect yourself and your small business against any lawsuits the dismissed employee may bring on you. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-employee, theft, threats of violence to employer or other co-workers, or misrepresentation of themselves. Obviously, bad employees negatively impact your business. Writing a lay off notice is a most important step in the fair and respectful dismissal of a jobholder. You'll be less likely to make any comment that a jury could hold against you later if the worker files a wrongful lay off law suit. You must consider hiring a private investigator when the person accused of gross misbehavior is either a whistle-blower or a member of upper management. Write the layoff notice and separation contract. o Disclosing business trade secrets to outsiders. Therefore, you're open to another legal claim when dismissing an older employee. Make sure you obviously explain any behavior that is reasons for immediate layoff in the worker handbook. The grounds for sacking a worker may be valid, but handling the circumstance badly can cancel this.

o Step 6: Write the dismissal letter (low and medium risk separations only). o With a low-risk lay off, you only offer your standard severance (if any) and you don't ask for a release. The best witnesses are those who saw or heard the incident triggering the lay off.