If the individual refuses to sign then just note this on the notice and make sure you have a witness in the layoff meeting. *If you have decided to fire the jobholder committing theft, have the termination papers drawn up and cut a check for their remaining pay. And, therefore the "real" reason must have been an illegal one. In the lay off notice, you also must include the triggering event that led to the firing. For previous incidents, you informally counseled and coached the bad worker on how to upgrade. Firing a worker is never an easy program either for you or the employee, but now and then you will have no choice. Before you write an employee reprimand letter, you should guide this programmer through this problem. Bring the worker in and get right to the point taking care to be respectful. The sad part is they could have avoided all this if they had followed the proper termination procedure.

Sacking Troublesome Workforce, Go Quietly and Carry a Big Stick. For you, the manager, it means happier and more productive personnel. And, the more corroborators you have, the higher the chance the hearing officer will believe your version of the facts. At times, family crisis or other personal problems can cause a worker to lash out at their supervisors. But like other rationale for lay off such as misbehavior and poor work habits, you must give the worker feedback, training and chances to improve. If the jobholder says, "I need a moment." Then give it to her.