Have the jobholder sign the notification so there is a record that you did meet with the employee and presented the information documented in the reprimand memorandum. Instead of agreeing to the implied question, you should say, "Of course I want to assist you; this is why we've provided you a severance. Include any impact the worker's lapses have had on the business or department. A well written sacking employees guide can help to ensure you take all proper steps to prevent any unfavorable action later. Alcoholics like you can never act professional! Also you should have policies on the dismissal program and conditions for a lay off. A brief set of notes will aid you be sure to "cover all the bases" when you call the jobholder in for the layoff interview. The act of taking a worker aside and criticizing them can be stressful and at times backfire. As with all workers, your terminating disabled worker policy should also include discussing the issue with the employee. In addition, it should make clear your guideline standards for employee separation.

After you have recognized the emotional circumstances, you must get the department looking forward again by presenting the firm's new strategic direction. In this case, the reassignment could be a good for you, the jobholder and the business. If you decide the employee violated a gross misconduct rule, you can separate him immediately. Saying or writing the wrong thing can easily lead to a bias legal action or a unlawful dismissal lawsuit. The written reprimand memorandum could be just what the worker desires to correct the situation. Even if you don't give a COBRA notice at the meeting, be familiar enough with COBRA to answer the jobholder's questions.