There are some exceptions to this rule (so check with a legal counsellor), but, in general, you can consider it gospel for any size business in any state. Or just forget about it and be glad the "bad apple" is gone. The final element of the firing memorandum is the sign off. You have to deal with the difficult individual quickly and decisively. This ensures the safety for not only the supervisor and but also the remaining employees remaining in the work area. You hear from her legal counselor you dismissed her because she refused to sleep with the employer. Many personnel workforce and small business owners know they can turn around gross misconduct if they handle it correctly. Please don't use 'downsizing' as an excuse for sacking bad employees, or creating a culture change in the organization by replacing old personnel with new ones. Now, company has dropped off significantly, and you need to layoff a person. While human resource departments have personnel with skills in this area, you may work in a small business that does not offer such support. This is true whether you're an Personnel boss or small company owner who should deal with workers issues.

Your notification should also make clear the employee's rights and responsibilities. Remember all of this is voluntary and you don't have to dismiss if you don't want to. While it creating one template for all separation letters is ideal, this is not a realistic expectation. o Tells you or others she has gotten, or will get, an attorney-at-law against the firm.