You should change your expectations of the problem worker. You don't want the letter to reflect the boss's personal opinions on the worker. To protect the firm from illegal termination suits, schedule a witness to be present with the termination manager and the employee. You can separate a worker who can't do the job adequately. Otherwise, firing is your only choice. Negotiate details of the separation document, the package and departure date. o Has the employer estimated the dismissal risk appropriately? You may catch the worker in a couple "white lies" that are not a big deal at first. This is a way to ensure the Ricks and the Marias of the world can't bankrupt your small business and damage your career. Other post-termination processes will include providing workers with severance packages, completing benefits packages and completing an early retirement package. When you owe the worker for expense refunds, you should have a separate check ready for this as well. NEVER pay the increased severance to any worker during this cancellation period.

Since law will force you to give the reason anyway, you might as well include it the layoff notice. You must keep sample employee separation notices as templates either on file or in your computer. Small company owners know how overwhelming a disgruntled worker can become.