Dear Andrew, I am writing to tell you that on August 7th, 2006, I am terminating your employment here at the Traveling Poetry Bag Shop. This is the generic opening line and it should work fine for you. * How can we move this employee out without harming other workers' group spirit and efficiency? If the problem employee tries to rally other coworkers against the business, document this as well. If left unchecked, it can snowball into a major problem that affects more than just one worker. In today's society, you must follow a proven separation process to avoid lawsuits. In addition, it should make clear your standard standards for employee dismissal. It's probably best for you to quit and let the unethical managers handle the problem. According to ERISA (another federal law on retirement benefits), you can't fire a worker to stop her from getting a retirement benefit. Even when you are not actively trying to hurt your ex-worker, you can still run afoul of blacklisting laws. I hate to see you go." Otherwise, the terminated employee will see an opening and start asking for her job back or another chance.

By doing this, you can prove the jobholder was the last one to touch his computer. If you saw the insubordination, you must reflect on your observations. At will employment; however, does not allow you to fire someone because they are disabled. This notification serves as written warning to [name]. Do not share the specifics of the feedback received, or point fingers at other workers owing to the information collected on the exit interview form. Misbehavior leads to low group spirit in the department and reduces production, quality, and profit.