She said you rated her below directives because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Personnel did an inquest showing you weren't the problem. Whether the manager should use progressive discipline such as warnings or notifications of reprimand or should sack the worker, depends on how the employee misbehavior occurs. Signature of Hr boss or owner. o The higher the layoff risk, the higher the cost (time, money and emotion) for you and your small company. You must have a checklist listing any company property or assets the jobholder should return. This notice should be brief, professional and should clearly give the grounds for firing. Dismissal of Employees Made Easy.

Of all your evidence, the firing notification is the most important. That said, it's possible you won't be giving any COBRA paperwork at the dismissal meeting. Then place it in the employee's folder. Management must deal with the situation of handling difficult employees carefully. This layoff has a different set of guidelines from those of terminating an "at will" hourly wage worker. Dismissal is so much easier and smoothly when you have some much-needed facts that can aid you with delivery of the reprimand notice all the way through dimissing the jobholder. Not all cases of bad employees have a happy ending like Sally's. You'll need to assure workforce that company will continue to run as usual after terminating this person.