Any separation letter should clearly state the exact reason for layoff. Although there wasn't enough proof, you expect the employee will never again even appear, to break the rules. Give him 3 days to give you his own productivity improvement plan and to rebut this warning. Following a Guideline Procedure is Important When Terminating a jobholder.

Finally, make sure you make clear the reasons for the firing. In either case, you should understand the form is a legal document. After conducting your investigation or reaching the final step in the progressive discipline method, it is time to prepare for the layoff. If the termination is owing to a layoff, restructuring or downsizing, you can express some sensitivity in the notifications of separation. But instead of terminating them outright, you should give them a second change. Let's say you're a boss in an Information Technology (IT) business and have hired a new computer programmer right out of college. And it protects you and your company from unlawful termination lawsuits. If the problem is because of personal family difficulties, you might advise the jobholder to seek outside counseling and give them the opportunity to improve their work. Even if your predecessor has documented the problem worker's poor productivity and behavior, I still recommend you wait to sack until you have developed your own independent observations. In other words, having a good severance package to offer a departing worker moves Hr into the realm of PR, making the effort put into the package all the more worthwhile. This can be a life saver if legal troubles follow the termination.