In addition, if the problem employee is violating safety methods and hurts someone, a court will find you liable. In summary, we're offering you extra severance benefits in return for your agreement to waive claims about your employment against [The small business] and its representatives. It doesn't matter how many eyewitnesses saw the difficult employee receive your verbal warnings, you'll lose without evidence. I have decided to fire you from employment at effective immediately. Considering this individual is a liability not only to you, your small company and any other driver on the road, you take immediate action. As other personnel see the problem individual "getting away" with being problem, they become more inclined to behave in that manner as well. By fixing the problem the first time, your bad worker's behavior may upgrade. Frankly, you'll probably not conduct an exit interview, especially when you're a boss of a small or medium-sized firm. If you lay them off on the account of a firm restructuring, they will leave on better terms than if you separate them for violating business policy. But to be fair, management must place the jobholder in progressive discipline. Personnel Misbehavior Treatment.

Also you can craft your own sample dismissal letter for outlook from several different resources. It is an important part of the overall dismissal procedure. Including the termination reason is a dignified move. Also, you may want to consult with an attorney-at-law before using a separation notification. Besides clearly listing these inappropriate behaviors, your employee handbook should state the rehabilitative action that results from this misconduct.