FROM THE WEB: RELATED INFORMATION: Second you need this letter and the accompanying papers for legal purposes. o Step 6: Write the layoff memorandum (low and medium risk dismissals only). You must do this before you can consider separating. Your employee manual should list gross misconduct as one of the infractions that can cause separation. Your dismissal notice sample can make a general statement and leave room for you to include specific details later. Only you, the jobholder and the eyewitnesses should know what's going on.

With a high-risk lay off, you don't lay off the jobholder, but he resigns in return for a big dismissal package. This section covers legal duties affecting you and the business during a reduction in force. Then you must clearly state these rules to all workforce. Unfortunately, dimissing personnel is part of doing company. Certainly, the jobholder will say the conditions were terrible on him and you wanted him out for an unlawful reason. To help clear up the reasons for the dismissal, create a brief memo which outlines the business's new strategic plan with the goals you expect to achieve. The dismissal is not a personal attack, but just a way to keep the well oiled machine that is your company running smooth. o A layoff memorandum which clearly describes the dismissal package including any compensation, cash for vacation or sick days, their final day, and so on. Typically the employee's legal counselor will ask for a positive cover story during settlement talks for a negotiated termination (high-risk).