Now that you have prepared all of the papers for the dismissal meeting, it is time to call the employee in and notify him or her of the dismissal. Question: How do you handle yourself when you're just the messenger and the terminated worker needs your opinion of the circumstances? Now you meet with the worker and discuss your findings and his employment status. Many personnel employees don't feel comfortable dismissing an executive level worker. o Refusing to commit an wrongful act at the employer's request. You must know exactly what you are going to say and how you'll say it. You must have a checklist listing any firm property or assets the jobholder should return. You do the dismissal based on performance and Sue's is the worst in the department. Your release includes similar state laws and other federal, state and local employment laws as well.". Probably nothing right now would taste sweeter than transferring the bad employee to a location halfway around the world. You do'nt need to explain everything in writing your notification of lay off - you can refer to key dates and supporting evidence (such as, when you disciplined personnel or warned them verbally, and transcriptions of rehabilitative interviews).

This leads to the next item you should include in your separation letter, the facts. Then if the worker continues to refuse to sign, the supervisor should write on the form the worker refused to sign the warning with the date of the refusal. The main reason is for easy access if you must dismiss a worker on the spot. Use a Standard Format for Your Separation Notice.