After you give 3 warnings and the disgruntled employee fails to upgrade his attendance, you can fire him legitimately. If the problems do not upgrade, firing the jobholder may be your only choice. A worker firing form also helps to ensure you do not fire a worker on impulse. Besides writing the termination notification, you must notify the jobholder in person that you are terminating them. If the jobholder refuses to sign it, have another supervisor sign pointing out that he or she witnessed your discussion with the jobholder. If you're a top level boss, have one of your senior managers or have an employment legal counselor review it. (Name of Employer or Hr supervisor). This form allows you to keep documentation and information about the lay off.

Be up-front, take responsibility and allow your workforce some time to grieve only then can you move forward to full company recovery. In these cases, don't use progressive discipline because it invariably leads to separation. It is a mistake to assume that by firing one worker, the others will improve their productivity. If you're writing a lay off notification for a downsizing or layoff, you will use a different tone. Dismissing someone is one of the trickiest jobs you'll do as a small company owner or a Personnel Manager. For example, "After giving you a oral warning and time to increase, I'm still disappointed in your current productivity level. It might sound like a recipe for bad karma, but you must make or find yourself a satisfactory layoff memorandum sample.