Memorandum #2: "Medium Risk" Layoff Letter - For Lackluster productivity And Misconduct. If the employee engaged in misconduct, then briefly discuss the investigative method you followed to prove it. (This gets the focus off the terminated employee and on the work, where it should be.) Due to this, we're reorganizing the firm to meet these new challenges. If handled badly, you will have productivity and esprit de corps problems for months. At times, exactly what happened is hard to decide because other workers may be too afraid to speak about it.

Also the supervisor should give this feedback in a professional way proving that he or she did not provoke the circumstance. It's like the old saying, "When the cat's away, the mice do play." You'll hear about the gross misconduct from an accuser. As you now know, sacking a jobholder is not just saying 'you're laid off'. If you are writing a dismissal notification for a downsizing or layoff, you will use a different tone. Just get your facts straight and create good solid evidence on why you fired the employee. * Have an honest discussion with your worker about their job productivity and how it is influencing not only your business but their career. Due to your strong moral beliefs, you may want to dismiss an employee even when his conduct is legitimate. An outplacement firm can aid you custom fit the package to meet the worker's desires. Employee termination Letter Sample.