If you dismissed the jobholder in the morning, this meeting usually will occur in the early afternoon. In it, you should list facts and back up the reasons for termination. In particular, the employee will try to argue: Although it's voluntary, the jobholder will almost always resign and accept the separation package when it gets big enough. Before holding the termination meeting, set the dismissal notice aside for a day or two and then reread it to ensure it says what you mean it to say. Lastly, your company may already have a progressive discipline policy. Also, to keep the jobholder's anger as low as possible, keep the tone of this notice as polite as possible while still giving a truthful layoff reason. For example, if the problem individual is routinely late arriving to work, production may cease altogether as the other personnel wait for the jobholder to arrive. Layoffs are mostly a result of economic stresses, a company's change of direction and cost cutting. On the account of lack of productivity, you're now one step from dismissal. If the jobholder fails to increase after a series of warnings, then it is time for you to lay off him or her.

Either offer the employee his job back or give him a settlement in return for his assurance he won't take lawsuit. Last week your employee came to work reeking of alcohol, and you dismiss him on the spot. If your former worker decides to file a improper layoff legal action, his legal counsellor may use your separation letter in the proceedings. Any aggressive, physical violence toward a superior is unquestionably insubordination.