It will benefit your company in the long run. A foolproof dismissal notification is one of the most important documents of the termination procedure. Is the termination justified given the jobholder's tenure with company, past productivity history and recent documentation of performance problems? This is important as terminated personnel may show a range of emotions from tearful acceptance to angry and abusive behavior.

If you do, you'll have greater success in protecting your small company from illegal separation lawsuits. Attorneys-at-law and Personnel professionals often call this a negotiated lay off. Even worse, as your other workforce notice the disgruntled individual is "getting away" with not doing what he or she is told, they will begin to show signs of disobedience and disrespect as well. Here you give the disgruntled worker a voluntary choice to leave the company with a big discontinuance package. In other words, the way you layoff the employee is much more important than the reason you dismiss him. Lastly, you give the worker several chances to offer his own performance improvement plan and to rebut your warnings. He signs a release of claims so you don't worry about a future law suit. If you're a Hr Supervisor, on the other hand, this responsibility may rest on your shoulders as well as on the shoulders of the other supervisors in the company. It's a good way for the employee to leave the company with dignity. In this case, it's important for you to follow the proper procedures in your company. Due to [terrible performance, repeated misbehavior, gross misconduct, excessive absenteeism, excessive tardiness], the Business is separating your employment effective ________. Now and then these personnel have a following of other coworkers who are just as abusive and insubordinate.