o A dismissal package shows the remaining workers you're a compassionate employer. Therefore, it is important for you to either get a insubordinate worker in shape or to sack him or her before it leads to more problems. o Could the worker believe you're firing for an wrongful, stupid or "no" reason, even when it's not true? The most difficult part of counseling a bad employee under contract might be that person's attitude. The next section of the letter should give the worker instructions on what they must do.

You must account for this when developing your separating disabled employee policies. o The incident is for insubordination. When developing your firing disabled employee polices, it should be similar to those you follow for dimissing your other workforce. The first meeting should be short. The lay off letter itself is a legal document. Write the warning right away after talking with the worker and doing any investigating. You're now open to unlawful discrimination claims from the "bad" ex-workers. While it creating one template for all dismissal notices is ideal, this is not a realistic expectation. When writing a letter of layoff it is important to be straight to the point. The document should be clear and concise and it should not contain wording that is open to legal interpretation. You've likely hired a replacement and are ready to move forward with the new employee.