In this case, you must clearly state this transfer to an undesirable location or assignment is voluntary. These are ways and methods to save the small company and keep your employees from going astray. I hope you like the letter and I wish you best of luck in your job search. And, if you're dimissing for an improper reason, you'll at least know you're inviting a lawsuit. Unfortunately, employees claiming illegal layoff are suing companies every year. how to create a reasonable severance package.

However, for most office workforce, this isn't going to be a problem when you had IT impound her computer and turn off passwords. First you decide your negotiation strategy including opening position and upper limit of your possible severance offer. For escalating discipline cases, the worker gets 3 warnings before termination. Attempts by an employee to belittle or undermine the authority of management may also fall under the category of worker misbehavior. The bottom line is you cannot use at will employment as justification to sack based on reasoning that is improper. Although the company likely has a "name, rank and serial number only" reference policy, probably your managers and employees are giving reference interviews against the policy. But if you have prepared suitably before dimissing the worker, you will have much paperwork ready to go. If the behavior remains poor, then it's time for formal escalating discipline that will probably lead to the insubordinate worker's lay off. At this point in the letter, it is good to make clear what action management has taken previously.