I recommend you send a hard copy of the dismissal documents (dismissal notice, separation agreement, COBRA notice, final paycheck and severance check) to the worker's home address by certified mail, return-receipt requested. (To be safe, you must just read the lay off notification and stay away from offhand comments.) As well, most contracts list a given amount of time the worker must work before the firm can consider termination or non-renewal of a contract. If necessary, the layoff notification may need to explain retirement accounts or life insurance policies or specify who can help with transferring these benefits. If you want to lower the firing risk and cost, I encourage you to study these chapters. Finally, any sample dismissal letter template should include some suggestions on how to make the notice unique to the individual writing it. In other words, do whatever you can to change the disgruntled worker's annoying habits or sack the jobholder outright. This way you can still prove that you discussed the problem with the employee and he or she is aware of the results. How to layoff an At will employee Step 3: The Exit Interview. Gross misconduct and terminating go together because one leads to the other. Be aware the worker's legal counselor will use it to show you did something wrong, so you must write it carefully. Draft the separation agreement and release.

In other words, having a good discontinuance package to offer a departing employee moves Human resources into the realm of PR, making the effort put into the package all the more worthwhile. Before you reach the point when dismissal is necessary, you should document all problems you have had with the jobholder. I encourage you to have your attorney-at-law review the severance agreement before signing because it affects your legal rights.