By answering a few questions, you can develop a decisive, short speech to give the worker, which will help relieve any turmoil afterwards and give insight into why you are sacking them. During the entire examination, you should remain professional and keep everything confidential. And if you are unlucky you may be forced to hire the employee back. Besides total honesty, when letting a worker go, you must be firm in your decision. Although this is an important factor, it's more important for you to know how to lay off properly. * The jobholder will regard all items in the workplace as property of the company. 5) Gather any physical proof such as documents or e-mail which support and refute the gross misbehavior claim. If not done properly, the letter can cause legal problems later. Here is where your business policies become important. Its goal is to "fix" the disgruntled employee. Keep in mind that if there is a legal action, a court can use your memorandum as substantiation against you and the firm. For more detail, Chapter 6 shows you how to build a strong case using progressive discipline and Chapter 7 covers investigations for gross misconduct.

ANSWER: Sue isn't performing and you have recorded it with the performance review. Separating a jobholder is a serious step and you must not undertake it lightly. Also, it is important the worker was sacked for no fault of their own, so if the jobholder was sacked because of a remedial reason it may keep them from receiving unemployment. A Template to add to Sample Notifications of Layoff.