The lay off and reprimand letters need to be precise and represents the professionalism of a firm's policy. This is especially true of loyal personnel who have done a good job but should be let go for purely firm reasons. Your separation process will make the program go more smoothly for the fired employee, coworkers, and the company as a whole. Whether you're a small company owner or a Personnel Supervisor, you may have difficulty deciding to fire workers.

Whether you're firing your problem employee or laying off workers owing to downsizing, you should give each worker a formal separation notice. Then build your case for firing the executive using only allowable reasons. This will show other employees that such behavior is not acceptable. Inform the employee you're giving this "short-cycle" productivity review to give him a chance to upgrade and understand your new expectations. This separation has a different set of guidelines from those of sacking an "at will" hourly wage worker. Whichever method you choose, you must document your decision and how you made it. The other is to layoff her for misconduct. Once you see it, you must immediately start down the path towards lay off methods. Your negotiation partner will either be the worker's lawyer or the worker directly. Stress the firm decided to do a layoff for economic reasons and not because of that employee's lackluster performance. Or, you can hire a temporary employee. The actions of this jobholder provide enough proof to support you if you document suitably.