If you take the time to collect this information before you dismiss an employee, it will make the lay off go more smoothly and prevent legal problems later. However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding your company of a insubordinate worker. It's true whoever has the most evidence wins. Saying or writing the wrong thing can easily lead to a bias law suit or a wrongful dismissal suit. A company may opt to draft a few different notice of termination samples to cover various rationale for dismissal. Also, in many businesses today, you must change computer passwords to protect your private information. A disgruntled employee can negatively impact the small business by projecting a misrepresentation of your small company onto potential clients. This policy should obviously make clear expectations of worker hygiene. Even "at will" workers who understand that they may lose their job at any time may have legal recourse if your reasons for separating an employee are invalid. Now and then these workforce have a following of other coworkers who are just as abusive and problem.

(To be safe, you should just read the lay off memorandum and stay away from offhand comments.) Once you have this substantiation, you can lay off the worker. Include specific dates and targets if applicable. Keep a friendly tone and act like you're the sacked worker's advocate with the firm. It should also include whether the at will employee is eligible for rehire and any benefits that he or she may or may not still receive after layoff.