Everything said should follow the dismissal notification. First if you are in a firm with a probationary period for new workforce then your life is easier. For a high-risk lay off, you don't use a separation memorandum, so the separation agreement is the only papers you should prepare. If anything, these forms will provide your legal organization or the company's attorney with enough evidence against the worker should legal problems arise from the dismissal. You should remember embezzlement is a serious offense and dismissing that individual is frequently the only move you can make. It's better to move forward and focus on the future direction of the business and department. Be sure to address specific incidence, their dates and the consequences for the business.

And I told the problem worker the effect of her terrible performance on the department. In general, you don't need an employee handbook to separate. Here's a sample written notice of lay off: If you're sacking the guy and he says, "You can't lay off me. And, a paid suspension sends a bad message to the disgruntled individual who's getting a paid vacation. If it does not turn the jobholder around then it is a critical document in layoff process. Separated personnel can get unemployment benefits. In the worst case scenario, the boss would humiliate the laid off worker and the rest of the staff would support them and begin to despise the whole scenario.