o You gave the employee chances (mostly 2 or 3 chances are enough) and reasonable time to upgrade. Remember when writing your own letter, you should clearly express why you are dismissing the employee. Many computer experts can access a business computer network from home or an Internet caf even if the firm has not set up the network to support such access. The first recipient, the employee in question, desires a brief account of her or his behavioral problems. Note, though, you should document the verbal warnings in the employee's employees file. Use an office or conference room without windows because you don't want others to see what's happening. When you feel the employee has served you well during his or her time of employment, you must do all you can to make it on her or him. Should You Continue With A High-Risk Layoff? This includes you as the dismissal manager, the dismissed worker, his family and the coworkers left behind.

This will work to the jobholder's advantage. You may have work rules specific to the business or industry which I didn't cover in my list of legitimate separation reasons. You may have been told that to "legally" dismiss you must document the worker's performance problem and bad behavior. The memorandum should carefully explain, with substantiation or documentation, the events that lead up to separating the jobholder. The caution here is to do the firing in a civil and calm manner, being careful not to do anything or say anything that might be construed as defamation of character. Therefore, it will take you 9 months or more to terminate an executive when you follow escalating discipline and give 3 warnings before termination.