If you do the right thing for the firm - separating the difficult individual - then you know the employee will find someway to sue you or stir up trouble. Be sure the separated worker gets a response. A Sample Memorandum of Layoff for an employee. For a medium risk termination, you can dismiss right away, but you have increased legal exposure. Because Maria is bitter and angry, she decides to file a wrongful lay off litigation to get revenge. It can be scary for many Personnel Workers or small business owners. If you decide to terminate for off-duty conduct, this is a high risk dismissal. If the worker files a unlawful lay off suit, you need another supervisor to verify what you said and did in the meeting. If a worker does not work out, despite your best efforts, a disciplinary form becomes important legal papers. It is an intimidating action to do at first, since you're sending separated employee into unemployment. If he files a illegal lay off law suit, you'll have a more difficult time defending your position. It's like the old saying, "When the cat's away, the mice do play." You'll hear about the overwhelming misbehavior from an accuser.

Keep a friendly tone and act like you're the laid off worker's advocate with the firm. Before writing such a notification, you must obviously explain the behaviors and performance you expect from the employee. Worker disobedience can occur many different ways.