kja63
 |
This letter is to inform you that effective (insert date here) your services at (insert company name here) are no longer needed. Enclosed please find (insert check amount here) for your severence pay (or last pay, whichever is appropriate).
Cordially,
(sign name here)
That's it. You are not required to give the reason for termination. |
|
:)
 |
You know when they say "redundancy" and everyone glances in your direction, and then pretends to be looking at something behind you. I'm just saying. |
|
LOUIS
|
MMMMM WHAT DID THEY TELL YOU? THEN I CAN TELL YOU WHAT TO SAY |
|
kadel
|
Describe the behavior, don't use adjectives to describe the person and say it's not what is expected in a business environment and is detrimental to the workplace. |
|
merrigandesign
 |
You have been dismissed from your position for no knowing who is paying you.
You have one minuet to vacate the premises |
|
rph54858
|
It depends on what the rights of the employer in your state are.
Normally, you don't (and shouldn't) give a reason for firing because of possible legal ramifications. |
|
tekoan
|
"Dear Subordinate Loser:
I may be a schmuck, but I'm still employed.
Security will escort you out.
Sincerely,
The Boss" |
|
skad2thebone
|
Keep it short and to the point. First, state that the person is being terminated effective immediately (don't give them a week. They can do a lot of damage in a week.) In the next paragraph, state why the person is being terminated in detail. If there is an employee handbook or something that clearly states that the action they took is grounds for termination, include a word-for-word copy of that paragrpah.
In the third paragraph, let them know of what possible recourse they may take. "If you feel this termination is in error... blah blah blah." I don't know if your business has a grevience board or union but you should probably include this in the letter to be fair and avoid charges of unfair firing.
As a side note, if anyone has been keeping a record of this employees behavior, have that ready. They most likely will say, "But I never did anything wrong." If you or someone else there has been keeping records, it will go a long way toward proving your decision to terminate was just.
the main thing: keep the letter short and sweet. just give the info you need to give. If they want more info, let them contact the HR department. And like I said, don't give them a week to wrap stuff up. They have to leave IMMEDIATELY! |
|
muddnbricks
|
your fired dumbazz |
|
The Voice Of Reason
 |
Your business conduct is inappropriate and disrepectful. |
|
Maids Moreton
 |
I noticed that the answers you are getting are from people who are encouraging you to do things that they would not be brave enough to do in your situation. But, if you want some proper advice, I would suggest you write something like the letter below. Good luck with it. Letting someone go is sometimes the hardeest thing to do in business. I hope this runs smoothly and you can replace the member of staff with someone who makes a better contribution.
Dear [Person]
It has come to my attention that you have recently acted in a way which is incompatible with your role in this company. Specifically, you have disrespected and insulted a superior on [give the exact dates/times].
These acts [or this act] is in breach of your conditions of employment and I have no alternative but to give notice of your termination of employment. Your contract of employment states that you are entitled to [x] days' [or weeks'] notice. Therefore your last day of employment will be [date].
Yours sincerely
voice_of_truth_777
For and on behalf of [your company's name] |
|
MojoMan
|
You're Fired!
Use 72 point type. |
|
hikin2006
|
It's called insubordination. Here is an example letter:
Employee's info as header
Dear:
This letter is your official letter of termination. As of (date of oral warning and meeting with employee)you have not been meeting performance standards/requirements as stated in our (insert specific name of company handbook)employee handbook. Under "Performance Characteristics," you have failed in the following areas:
1. Insubordination
2. Communication ability, favorable job attitude and judgment.
3. (List any other failures-like dependability-tardiness etc..)
Then state the date and requirement of company dismissal
sign your name or your superiors name, your positions, and signatures. Add a line for employee to sign and date.
Good luck-I feel sorry for the employee-are you sure they can't be warned and suggestions for improvement be given and monitored?? |
|
golferwhoworks
|
Very simply: Your services with this firm are no longer required. We will not tolerate the total lack of respect to other employees in the firm. I wish you well in all you future endeavors. Please remove any of your personal belongings today. Your pay check will be mailed to your home.
Sincerely
THE Bad Guy that had to FIRE YOUR LOUSY BUTT! |
|
warren_zevon_1
|
Dear,
In accordance with the policies detailed in our Human Resource Policy Manual (you had better have one), you are hereby informed that we are terminating your employment effective immediately (or fill in the date) due to a violation of (fill in the specific policy violated, using the specific language from the Manual.
Sincerely, |
|
DannyK
|
Why not be a woman and tell them face to face? |
|
Joedurt
|
I would call that term: Insubordination toward upper Management.
Do me this favor. Make sure you have 2 previous docementations regarding the employees behavior. Or 1 previous that stated on there that this will no longer be tolerated in the work space.
Employees will try to retaliate on Firing with no warning or notice. Your company will not want that on their record.
Unless, the employee has had DIRECT words with the boss. This is grounds for automatic termination.
Hope this helps. |
|
bty
 |
"Insulted the Boss"? Is that all?? |
|
vadeking
|
Dear Sir or Madam,
How could you possibly think that you could get away with badmouthing the "Big Guy?" Are you not aware that freedom of speech doesn't apply in the workplace?
Anyway, YOU'RE FIRED.
~~Human Resources
PS: For future reference, anytime you are speaking to or about your superior, remember this- the farther you can get your nose up the backside, the better. Words of praise, compliments on clothes, automobiles, homes and other things that you can't afford are all acceptable conversations. Good common phrases to use are "Sure thing" "Whatever you say," "You're the Boss" (they like to be reminded) and the old fallback "Yes SIR!" (or "Ma'am")
Best of luck in future endevours and remember: If you don't have anything nice to say... LIE! |
|
iamthere
 |
Tell her or him about his best characteristics, then say that you regret it that other things may sink these characteristics such as insulting others and not respecting the boss. As a result we cannot tolerate this kind of behavior, you will surely be missed by the team! |
|
the Boss
|
You should probably consult with legal counsel. That's the only thing that matters. There's no way to candy coat the main point. |
|
Shadow of The Bird
|
How about giving that person a second chance? Maybe the boss deserved it. |
|
jaseloder
|
I think you have to be very careful with that sort of thing as it may violate human right laws of the one being fired. Better check your local labour laws before writing the letter. I mean did the person insult the boss yet was a good worker and otherwise an exemplary employee? Was it a repeat offense or a one time thing?
Just be careful and make sure you have sound grounds to fire the person. |
|
Rolf
|
Dear XXXXXXXX (employee name here)
Rule no. 1 - You never insulted your boss.
Rule no. 2 - In case you even insulted your boss read number 1 rule...
YOU ARE FIRED!!!!
LOL |
|
kimberly8771@sbcglobal.net
|
It depends on the state in which you live, and also the conditions under which the person was hired. If the person has a contract, you'll need to stipulate which sections of the contract were violated sufficiently to merit loss of employment.
You will also need to document any other similar infractions in the letter.
Your best bet would be to consult your human resources office, as they will know the employment laws which apply in your state.
If you don't have an HR/personnel department, speak to your boss and explain that you are unsure of how to do a termination letter and ask for his/her guidance and input. Because termination can be a legally "sticky" situation, you will need to be sure that you write the termination letter correctly, or else you could subject your boss/employer to litigation.
Don't fly by the seat of your pants on this. |
|
| |
|
Homepage 
Financial
Forum 
Business & Finance 
No Spam
Adult 
Gambling
Unfinished
Deception
Plagiarism
Not English
