Well-written notices of dismissal can ease the pain of sacking. Protect The company from Separation Lawsuits: Use A Written Reprimand. You seldom want to sack an older jobholder just because she's old. Their file should list out their repeat transgressions with dates and the reformatory action the supervisor had to take. o No descriptions of whom the jobholder IS. Most states invoke labor laws like employment at will which says the employer may fire any employee at any time, for any reason. You can also use this meeting to gather insight from separated employees. Then you should list the reasons you are dismissing the employee. You hear from her attorney-at-law you terminated her because she refused to sleep with the manager. Then tell them about their final pay and any severance packages the business offers them. To qualify for these extra severance benefits, you agree to release unconditionally [The business] and its representatives from liability for ANY claim arising from your employment including this termination.

They are ruling small companies should follow accepted lay off practices because this conforms to the "public good." So, even if you have only 3 employees, you could lose a illegal dismissal suit when you lay off someone for an wrongful reason. With this extra knowledge, you'll become a more trusted business partner and upper management can rely on you to keep the company's dismissal costs as low as possible. o A severance packages cuts the chance of a lawsuit with or without a release. o All of your former personnel will land on their feet, and for the most part get better jobs than they had previously.