Some workers fall into the category of "difficult" (Employee Reprimand)

Some workers fall into the category of "difficult" only during times of personal stress, illness, or family problems. Please don't use use 'downsizing' as an excuse for separating bad employees, or creating a culture change in the department by replacing old workers with new ones. With "Dismissal Options," your goal is to get the jobholder out the door, either immediately or soon. The problem individual is not necessarily a poor performer. Probably this last item is the most important in whether your employee will take law suit. This article explains what a good layoff notification should include. This call mostly comes with a sob story about how unemployable the worker is and how many kids he has. The previous five chapters (6 through 10) have focused on sacking a single employee. We want to assist you make your career transition as easy as possible. Undoubtedly, these incidents should occur reasonably close together to warrant separation. This may be necessary when the senior employee's performance problem is the division's results.

The states call these the "service notification" laws. The worker may need this notice to get unemployment benefits. Remember you must have a paper trail of documentation to back up all the reasons you list in the notice. Your former worker will need to fill in that blank likely with a reason that puts them in the best possible light and you in the worst. To help them put these fears aside, inform them about any aid you have provided such as severance and outplacement support.