Of all the legal reasons, poor performance and minor misbehavior need the most documentation. You can lay off the worker for this. Of course, the jobholder will say the conditions were terrible on him and you wanted him out for an wrongful reason. Undoubtedly, the employee will infer the "fit" problem is a pretext for an unlawful reason. Writing a considerate and professional dismissal memorandum is difficult and writing one under stressful, emotional circumstances is even tougher. You should not give your opinions about why the worker failed to follow processes or to work up to expectations. Whichever method you choose, you must document your decision and how you made it. What Do I Do After Completing the jobholder Layoff Memorandum? Remember if this goes to court as an unfair layoff case, some people may interpret strong language as proof of a personal vendetta, or a simple personality clash between you. You should document the company wants causing you to cut his job. When it comes time to sack the jobholder, it may be in your best interest to present all the solid evidence you have to the jobholder during the layoff process. o Fired employee's co-workforce.

Wise employers do not fire workers without a reason and claim protection under "employment at will". When it comes to worker termination, it is important to follow standardized processes established well before the need to terminate an employee presents itself. Separating workers is an unpleasant, but necessary task for managers.