She worked for me from [Starting Date] to [Separation Date] as [Job Title]. Sue is a 46-year old worker whose performance has collapsed over the past 2 years. This makes it hard for the employee's legal counselor to argue you acted rashly and unfairly when you fired his client. You should only gather physical proof if it belongs to the business or no one (like the empty beer bottle) and you have unrestricted access to it.

Please don't use 'downsizing' as an excuse for dismissing insubordinate employees, or creating a culture change in the organization by replacing old personnel with new ones. Someone from Hr is usually a good choice. The tone of your dismissal notice should be firm and not unkind, but at the same time you must not include any tone of apology (unless unquestionably you're downsizing, which is a different case). You're a new department boss (or a new sole proprietor,) and you see a 52-year old worker isn't pulling his weight and is a loud mouth. When the insubordinate individual has not improved per your "final chance" expectations, you give your final presentation to Personnel and management. Since you gave no reason for terminating this person, the jury will have to seriously consider the jobholder's "made-up" reason. You may meet with someone who subjects you to racial slurs or inappropriate language. This is why juries see progressive discipline as being fair to the worker. The first evidence you must hold is papers stating the workers past productivity is poor or less then standard. Make sure you can adapt the templates you collect to handle the most common causes for worker termination. Who You should Communicate The termination To. You as a proprietor and manager want to be in total control of the termination.