Because you used this 5-step method, you'll get your approval. Any lay off letter should clearly state the exact reason for termination. Both situations cost the firm time and employee. Find out how the worker feels about this circumstance. Lay offs, Downsizing, or Going Out of Company. It is far better to be safe than sorry when dealing with potentially problem workers. I suggest the worker's supervisor does the termination, unless you're also dismissing this supervisor.

The courts consider alcoholism to be a disability. Make clear the reasons why you should separate her or him. If he doesn't improve after 3 warnings, you can legitimately layoff him. For example, while I was working at one firm, a supplier called us within the first hour of the dismissal asking about its ramifications. However in the low-risk case, it's unlikely that an employee will sue or an attorney will take her case. I recommend you send a hard copy of the layoff documents (dismissal memorandum, separation agreement, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. It is never a pleasant business to lay off personnel. For example, you could base it on.