The employee will want revenge, you don't have any documentation and you didn't follow guideline procedures. Second, you should communicate these rules to all workforce. Writing formal notification letters on employee performance. You'll want to give an attractive reason to attend the meeting and a brief outline of what you'll cover. o You don't have an unlawful bias against the employee.

The worker must sign written warnings and this serves as documented substantiation that he or she was aware of the problems. When it comes time to lay off the worker, it may be in your best interest to present all the solid evidence you have to the worker during the firing procedure. You can for the most part layoff for the first instance of gross misbehavior. Well-written sample separation notifications will give the laid off worker plenty of useful information, including why you're terminating her or him. Writing a considerate and professional termination memorandum is difficult and writing one under stressful, emotional circumstances is even tougher. Then you can give it to the worker at the layoff meeting. Your worker manual should list gross misconduct as one of the infractions that can cause layoff. You should summarize the steps you took in escalating discipline. Now you may not offer a severance package or continued benefits for all dismissed workforce. You must never email or fax a worker dismissal notice to anyone.