It is a mistake to assume that by dimissing one employee, the others will upgrade their productivity. In exchange for the package, you want the worker to give you a signed release of claims. After failing to achieve the expected results, you lay off the executive.

After carefully reviewing the previous warnings dated [list dates], which were for the following grievances [list grievances], we have decided to fire your employee effective immediately. A separated employee has the potential for doing all sorts of malicious acts. This will aid you during the discussion with your bad worker. First, you have a fixed policy, written or unwritten, of giving a severance on separation. As a result, you might find there are loopholes in the memorandum - after you find yourself in court trying to defend it. It is useful evidence if the worker later decides to get even with the business, his or her coworkers or the management. And you must deal with it consistently, fairly, and quickly since employee misbehavior can damage the small company. The Basics of Firing Workers. Does the jobholder feel the employer was discriminatory in any way? Legal counsellors and Personnel professionals often call this a negotiated termination. Everything said should follow the lay off letter. Finally, you give the worker several chances to offer his own performance improvement plan and to rebut your warnings.