Finding solutions to discontinuance package benefits. For example, you could cite her bad performance as evidence she probably didn't hold a similar job previously. It is best to do this on firm letterhead, with the date obviously marked. Beyond the lay off of a salaried monthly worker, there are other points to ponder. It is unfair to expect other employees to perform the extra work resulting from this worker's problems. Papers of problems unrelated to the disability is key when separating this jobholder. Having Production Slowed by a Problem worker. Worker gross misconduct is every owner's and manager's worst nightmare. An difficult worker can hurt the esprit de corps and success of a firm. Keep in mind the entire separation memorandum should remain objective. It is also important to have unemployment information available, as well as information on ending dates for health benefits, dismissal package pay or overtime pay.

If all this sounds like Greek to you, then I recommend you get a book on motivating workers and managing people. For example, you should list when the employee will receive the final paycheck and what his severance benefits are. In other words, having a good severance package to offer a departing employee moves Human resources into the realm of PR, making the effort put into the package all the more worthwhile. Don't e-mail (or fax her) the lay off documents until you have told her she's laid off. Finally, after you have carried out all steps of employee counseling, you should review the insubordinate worker's productivity again.