o A termination notification which obviously describes the discontinuance package including any compensation, cash for vacation or sick days, their final day, and so on. The passive aggressive is more difficult to deal with because you have no way of knowing what this person is doing until it is too late. No jury will find it reasonable to separate an employee for some isolated events. Note: If you have a high-risk separation, follow the meeting procedure in the next chapter.

Tool #3: "Fill-In-The-Blank" Employment termination Letters. You can use these rules to serve as your model for any separation document. Regardless of the degree of disobedience, you must take action with your employee. To keep yourself out of jail, you shouldn't call up everyone in your industry even if your ex-worker has screwed you and the company over. When you want to be helpful and generous, you should give the employee this tip. You have the 'What', now for the 'How'. Your worker write ups will protect you if the worker files a wrongful separation suit. The Second Early Warning Sign of Worker Disobedience: Incompetence. To make matters worse, you should know the average award in a improper dismissal trial is $536,927 (according to Jury Verdict Research) and the jobholder wins about 70% of the time (according to Steven Mitchell Sack in Getting Laid off.) Your notification of termination sample should include a few basic items. Whatever mantra you tell yourself, you are running a business and if a worker hinders your productivity and service level, then you're doing yourself a disservice by keeping them in a job.