For example there's a cap on the payroll number for high wage earners and a federal tax part as well. Because of the employee's actions, we have no choice but to sever ties with [employee name] beginning 00/00/0000. However by including a reason for layoff in your memorandum, you make clear the basis for your decision. Although dismissing an employee is something I don't lose sleep over, I still have the same worries you do. (If misuse of property is the case, continue here, as follows.) Because your abuse of business property is a severe offense, we must request repayment of suitable funds to refund the company for the property loss. * You were given a written reprimand on –Date– when you gave a misleading project status report at a staff meeting.

And you want to be kind to him on the account of the likely hardship on his family, years of loyal service or difficulty of finding another job. Before holding the firing meeting, set the lay off memorandum aside for a day or two and then reread it to ensure it says what you mean it to say. Let me give you one more thought. An honest response to this question will assist you gauge the group spirit of your team, and how your actions are influencing your workers. If you decide the disgruntled individual did commit a gross misconduct infraction, you can lay off immediately. Being straightforward like this in your layoff form will help them know exactly why they are receiving this memorandum and how they are to deal with it. If you don't know how to use escalating discipline or how to write a proper lay off notice, you need a copy of my book, "Employee termination guidebook." You can get it at my website: A progressive disciplinary program is always best when possible. If the meeting went badly and you suspect the separated employee might return with a gun, you should have a security guard posted in the lobby looking for her return. And when you separate an employee, you have the legal right to not let that worker return to his or her work area to recover personal belongings.