If you decide to use written warnings and a probe, make sure you do it right. Give 2 or 3 chances with formal warnings to upgrade before sacking. The projects may include revisiting new worker training procedures, extra training methods, or following a colleague to gain further knowledge. During this time, you've warned her 4 times in writing for bad performance and encouraged her to take several training classes which she never showed up for. I've written a lay off notification explaining the grounds for your separation and how we're going to assist you through your career transition. (Here's another more economical alternative for staying out of trouble when dismissing and includes a quality sample dismissal memorandum and other separation forms). Even if you fire for an illegal reason, you can significantly cut your chance of a suit by treating the worker well during the lay off method. Legal watch-out #1: Avoid saying anything in the meeting the employee might construe as improper discrimination. Another example is Bill, a salesperson for a camera store. If she fired him, could her baker come back and sue her for unlawful dismissal?

2) State directly you're sacking the worker and the effective date. As with all warnings, you meet with the employee, explain the warning, give him a copy and place a copy in his personnel file. Like tardiness and absenteeism, everyone knows these standards and juries would find these standards to be fair. We have made the decision to take disciplinary action regarding [this situation]. This escalating discipline also creates the papers necessary if you must lay off the worker once all efforts at rehabilitation fail. An alert management is aware that when personnel should be fired through no fault of their own, it creates talk among that individual's family and acquaintances.