Erin Burnett?s meteoric rise is the most recent example of how television networks try to transform fresh-faced hosts into household names.


I have decided to dismiss you from employment at effective immediately. Also give any steps you have taken to rehabilitate the employee before termination. If progressive discipline including oral and written notification can't resolve the problems with a jobholder, it becomes necessary to terminate them. And, you must never express in your dismissal memorandum that you feel bad for dimissing him or her — although I know that it seems kind. As an employer or supervisor, keep a record of your experiences with this employee. If you can't get rid of the disgruntled worker and he won't change, then you, as the manager, should change. By answering these questions, you should arrive at one of these conclusions.

For a medium risk termination, you can dismiss right away, but you have increased legal exposure. Here's the good news: No one (including God, a jury or your management) will condemn you for reaching a reasonable conclusion using a fair probe and evaluation method. He is likely unhappy in his current position, and the lesser position is probably a better fit for his skills and career goals. But on the account of his long tenure and excellent service, you decide to give Jim another chance and give him a final written warning. It is essential you write an employee termination notification professionally and accurately. Be concise and direct about the missteps of the worker and the worker dismissal proceedings will be over within moments. Finding a reason to fire the worker is the easy part, but you should be careful how you do it. Gross misconduct is the one place you can summarily separate a worker without worry.