It should also include whether the employee is eligible for rehire and any benefits that he or she may or may not still receive after dismissal. Downsizing is reducing the small company's workers. Lower stress for everyone means less anger and less risk of expensive litigation. If it all fails, you may have to write a termination letter and file the worker's position. Unless her or his misconduct is severe, it will take more than one incident to build a case against a worker. For overwhelming misbehavior rules, these are universal standards based on human decency. A supervisor can tailor it to the size and financial capacity of the business while, at the same time, create a world of goodwill within the community. Example: "Considering your time at ABC Company, what did you like the best? In such a situation how do you make sure that your dismissal letter is worker foolproof?

* Have an honest discussion with your worker about their job productivity and how it is influencing not only your company but their career. However you must address the worker written notification directly to the employee. And lastly, you may have concerns about your personal security and that of your co-personnel. Here you give the difficult individual a voluntary choice to leave the company with a big severance package. ANSWER TO PART B: "Yes." You have adequate papers with your written warnings about her performance problems, and you have given her 4 chances to increase including training. At this point, the dismissal should not surprise the worker.