Sometimes, you must explore a little further before deciding to warn the employee. The lay off letter itself is a legal document. With a low risk lay off, the jobholder is unlikely to sue and you have evidence justifying the termination for a legitimate reason. This meeting is usually off-site and a few days after the layoff. You can rest easy that it will be plain to a court and any legal defender that you have done everything possible to be fair in your layoff of workforce. This approach can save you and the employee the agonizing emotions associated with a full-blown sacking. With a good notification, you can uphold a calm, professional manner no matter what the jobholder says or does in the termination meeting. We briefly covered gathering evidence using progressive discipline and investigations in the last chapter. o What did you like least about your supervisor? This is why you must protect yourself when terminating an employee. This separation notice is a substantial legal document proving that you did not lay off the jobholder for unlawful reasons. o A discontinuance package softens the blow of the lay off and lowers employee's anger.

This is when you issue your verbal notification. While building the case against the employee, keep Personnel and your supervisor informed of all significant transgressions by the disgruntled employee. You're likely saying to yourself, "Holy cow. Please call me when you have questions about your severance package and the separation contract.
and agreements as well as other retention & termination This is a sample form for an employee to give notice to his or her Stock Related Contracts & Forms; Letters of Intent More