It is a crucial part of the lay off procedure. I base my overall approach to layoffs on compassion for the separated worker. It also gives a sample for managers to use as a template. If you decide gross misbehavior likely occurred, you must decide who should investigate. If it does become necessary to fire a worker, you must handle the matter with as much discretion and dignity as possible. (Here's another more economical alternative for staying out of trouble when separating and includes a quality sample termination notice and other layoff forms). Give company rationale for the termination.

But due to his long tenure and excellent service, you decide to give Jim another chance and give him a final written notice. If fact, a court of law may be where you find yourself if you have not planned you words carefully. It is important to remember a court can use this notification as legal evidence in the future, so it is important to draft a copy and have someone else in the human resource organization review it. I want to know if you felt like your supervisor treated you unfairly and how the company could upgrade. If you have collected this information properly, the jobholder will not be surprised by his or her current predicament. Most small business owners assume that a jobholder leaves because they are moving to a bigger business with advancement opportunities, or because they have found a better paying job. A good dismissal package says a great deal about the humanity of a business manager. Is the lay off justified given the jobholder's tenure with company, past productivity history and recent papers of performance problems?