On the same token, a worker separation notice should be clear, agree with your policy, and leave nothing to the imagination. So, including the firing reason prevents a legal counsellor from taking the case on contingency. With the sue-happy nation we live in, it is easy for a fired worker to bring a case against you and claim that you had no real ground for dismissal. Your reports of these disqualifiers should stop the employee's charges to your account. Your letter won't be this concise, since you should write it to meet your circumstances. Whatever the reason for her poor behavior, your gut reaction will likely be to clean house and dismiss the problem individual right away. o Was this only minor misconduct and not gross misbehavior?

not just the insubordinate employee's. You must have already carefully put thought into this before the lay off and there should be no reason to change your mind. You don't want to blame the high-risk employee for lackluster performance or misbehavior. Unquestionably, standard schedules vary. What Offenses Make Up Employment Insubordination? o Is there no other reasonable alternative but layoff? Therefore, you must carefully consider the contents of the lay off memorandum and how you write it. The employee will often believe such remarks suggest illegal discrimination. Separating Workforce with a Professional Outlook.