Legal advisers and judges call this Employment-At-Will or the At-Will Doctrine. When you have a disgruntled employee, you should carry out the employee termination process properly to ensure you and the jobholder's rights are seen to. Also, some workforce may have drug or alcohol problems. Lastly, you may use a worker rating system where all employees get regular feedback on their productivity. How to fire Someone the Right Way. And the strain of a wrongful dismissal suit may affect your personal life.

Owing to the worker's actions, we have no choice but to sever ties with [worker name] beginning 00/00/0000. This is why you need to be sure of your reasons to sack the worker. If you want to discuss this notification further, give me a call at 555-555-1212. After you have communicated to the worker the lay off, ask the jobholder if he or she has any questions. I hate running to a lawyer and paying at least $1,000 to answer this question for every new "tricky" layoff. And, you do this 3 times before you lay off her. Don't use any business or industry jargon and, if you do, explain what it means. It becomes the company's substantiation if the employee files a wrongful lay off law suit, so treat it with care. If you separate personnel because of downsizing, keep the all workforce informed. In any case, you must always prepare an exit interview form.