The sense the company cares by offering such a package to departing employees affects the ones who remain on the payroll. o Escalating discipline is confidential and should only be between you and the difficult worker. When we see or hear of gross misbehavior, we may want to dismiss the worker right away. Severance packages are legal documents and it may take a specialist to get the jargon correct. The worker reprimand notice is part of the progressive discipline procedure you must use before firing any employee. o If you're dismissing the jobholder, you should prepare a discontinuance package, write a dismissal letter and hold a termination meeting.

While not pleasant, keep in mind that firing workforce for misbehavior is necessary if you wish to build a strong and viable company. When you discuss the problem with the jobholder, you should also have her or him sign a document. The letter must not only present the firm in a good light, but it also removes any loopholes a former employee could take advantage of in court. Whether the firm is large or small, make sure your sacked employee keeps their dignity. You will need to collect these from the jobholder at the lay off meeting. These steps will make the layoff go smoothly for you, the business and the disgruntled employee. o Put all the worker's take home materials (separation notification, separation contract, COBRA notice, final paycheck and severance check) into a folder for easy access. You can use a well written notice of separation to help you deal with all problems, legal and otherwise that arise from separating a jobholder. Now you may not offer a discontinuance package or continued benefits for all laid off workforce.