Your letter should also explain the employee's rights and responsibilities. On the same token, an employee firing notice should be clear, agree with your policy, and leave nothing to the imagination. This provides a record saying that you did meet with the employee and presented the information detailed therein. This often occurs even when the employee knows they have conducted themselves badly, either in work performance or on minimum behavior standards. The next chapter gives you a procedure for estimating your lay off risk.

o The disgruntled employee is politically "protected.". The written warning template we provided shows simple and formal way to tackle disobedient or errant workers. This process is for dismissing personnel for lackluster performance, repeated minor misconduct and overwhelming misbehavior. This removes any confusion and keeps the worker from stating that they never received the layoff letter. When you refuse to do it, you have an angry ex-worker on your hands wanting to even the score with a legal action. This includes you as the dismissal supervisor, the fired employee, his family and the coworkers left behind. When confronted about this behavior, you did not make any effort to increase your outlook. This will help not only the worker, but also the supervisor and the workplace esprit de corps. You need physical evidence the worker got this information. Inform the worker what he or she can expect and what they need to do to receive their severance.