By using sample employee separation notices you can easily make a few tweaks to have a professional termination letter. Better reference checking would keep dangerous employees out of the workplace. If you have a loose attendance policy, you should measure the worker's productivity and hold him to it. But when the problem employee listed a false employer, then you can dismiss immediately. After you have given her 3 warnings for her bad demeanor, you can dismiss her. However, it is more efficient to counsel problem employees about expected guidelines of behavior, and how they have acted wrongly, before you go restructuring your department! Instead we are talking about separating employees whose work productivity is poor. Terminating an employee for sexual harassment is not as easy as one might think.

At what point will you terminate the worker? Larger companies have policy in place to decide the steps needed before separating a jobholder. Also every employee should have a hard copy of these rules that discusses offenses that may result in immediate suspension or lay off. A supervisor of a friendly competitor says, "I understand you have been cleaning house recently. In addition, when the business downturns or merges, they suspect you will lay them off. This is where a jobholder warning becomes important. You should have documented proof before you ever consider employee separation. Terminating Employees Guide: Items to Cover.