You'll look like an idiot, the worker will be angry, her legal counselor will have a field day and the jury will give the worker a big wrongful lay off award. To use employee write ups effectively, you must not only document the bad behavior, but also the corrective actions you want the jobholder to take. The business can use this documentation if the worker files a lawsuit. Usually it is best to make it within a week of sacking workers. This is not an easy task but, for the sake of the firm and group spirit of the workplace, you must replace a poor performer with an effective one. Progressive discipline is the primary method of recording poor performance and minor misbehavior. Tool #3: "Fill-In-The-Blank" Employment termination Notices. Sample job termination letters, kept as templates, make the difficult and stressful task of terminating a insubordinate worker easier and simpler. You should make sure you have enough proof the worker will not return to work.

The bruised feelings of the former employee may express themselves in ways that damage the firm. Proper evidence can prevent this time-consuming and potentially expensive hassle. You should write a termination notification before sacking the jobholder. Myth One: I never got around to writing a business policy, so my hands are tied. Once you decide the likelihood of lawsuit and the adequacy of your documentation, you're ready to apply the dismissal Risk Estimate & Protection System(tm). Of all your papers, the lay off memorandum is the most important. Motivate workers to upgrade cooperation and teamwork.