o Compare productivity to a guideline. This notice doesn't supersede any favorable or unfavorable feedback you received while employed at [Your company]. Not all disobedience can be valuable. With a "good" worker, the verbal warning will scare him into immediate improvement. Most large and small companies have a company handbook or "rules" that they let their employees know. While you must advise them in person, a sample written letter or layoff can make it easier on you and the worker. You can find a listing in Chapter 3 with 65 infractions most businesses consider insubordination.

Once you have outlined the problems with the worker's work and the reason for your notice, you can then detail any problems with the jobholder's work. Some forms of misbehavior include intentional breaking of rules, fraud against the company, working while drunk or drugged, having drugs in ones possession and violating the firm's code of conduct. Unfortunately, firing workforce is part of doing company. The employer should never lay off an employee on a whim or out of resentment. The reasons for terminating an employee will depend on each specific situation. o How would you rate our policies and methods? Provide specific reasons for dismissing the jobholder, their problem behaviors and dates these problems occurred. Writing a considerate and professional dismissal notification is difficult and writing one under stressful, emotional circumstances is even tougher.