If you had to choose him or her owing to the lowest sale rate, explain that. In addition, you must draft an employee termination notice and conduct an exit interview. And, you should give the same information about employees NOT offered "the package" in the same job classifications. In either case, misbehavior can lead to further problems with that worker as well as with your other workforce. Saying or writing the wrong thing can easily lead to a discrimination litigation or a illegal dismissal suit. Before you write a warning, you should set up a private meeting with the worker. A foolproof separation notification is one of the most important documents of the firing program.

Have the jobholder sign the notice so there is a record that you did meet with the employee and presented the information recorded in the reprimand notice. Document the dismissal meeting. If you are separating the employee for drinking on-the-job, for instance, do not beat around the bush. Again, follow the Chapter 8 standards. At these meetings, you must be honest with the personnel about the business's future and the need for cost cuts. Everyone desires to understand what behaviors violate business policy at the outset. Because the worker is acting on the behalf of his coworkers, you can't layoff him for his e-mail without violating the law. Although the leave is unpaid, the law compels you to continue the jobholder's group health coverage and pay the supervisor's part of the premium during the time off.
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