Give company grounds for the termination. If you're a reader from outside the US, you should speak with your legal counsellor as well to see what laws you should follow to have a smooth and legal layoff. A terminating reason can be legitimate, unlawful or just plain stupid. In return, we ask you to release the business of all claims according to the severance agreement I've attached.

When the need for employee dismissal arises, it rarely comes as a surprise to either the manager or the worker involved. Employee dismissal Letter | What You must Do. But, be aware you now have 2 warnings in your workers file and continued bad behavior will eventually lead to your separation from the company.". Typically coworkers don't expect much from these workers and everyone is demoralized because of it. If you need to get the equipment back, then you must arrange for picking it up or her sending it back. But, she won't believe you when you inform her this. Experts suggest several methods to protect the firm so there will be as few lawsuits or other legal maneuvers as possible by former workers. As a reminder, when you layoff the worker on the account of "firm needs," you can't refill the position for at least a year, or you risk the worker bringing a wrongful termination suit. It is important that you gather all prior papers on job productivity and rehabilitative measures. Lastly if you feel the need to lay off the jobholder because of many small incidents, you must attempt to isolate the underlying reason behind these reoccurring problems. However, during company hours, company wants and your job come first. It's better to find a lawful reason which is much easier to do than you think.