Issue Lawful Employee Termination Letter

Issue Lawful Employee Termination Letter

Issue Lawful Employee Termination Letter

In the company or organizations, it is common that, at some point of time, the manger may have to fire a employee for different reasons, such as poor work performance, misconduct, negligence, misconduct, indiscipline and so on.

But, can you just terminate the service of the employee as per your wish? If you think you can dismiss the service of the employee easily then, you are greatly mistaken, because there is union and Employment Law, which protects the right of the employee.

Thus, as a manager, you must know not only what an employee termination letter is but also what it should include. If not done properly, the letter can cause legal problems later. It is necessary to follow the right procedure for the dismissal in order to avoid lawsuits and these procedures give plenty of evidence to support a case for dismissal. If the termination is carried out lawfully, it is beneficial for the terminated employee, coworkers, and the company as a whole.

The termination letter should clearly state the exact reason for the dismissal of the employee. The letter must also include any measures that were taken to resolve the problem before firing. For example, if the employee's work quality was poor, the manager must record the facts about the counseling sessions or written warnings to the employee for his/her negligence toward the work performance. These points must be written in the termination letter.

Therefore, each termination letter is unique and it must include all relevant details that put weight to dismissal. Not only does it make the firing go more smoothly, but it also makes the dismissal lawful. Some points, you must include in the dismissal letter are dates of employment, the nature of employment, and the reason for termination.

By writing proper termination letter, the employer will also follow Employment Law provisions and can also satisfy Unions. Such process will also help the employer from future claims and law suits from the employee.

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