Be aware the jobholder's legal defender will use it to show you did something wrong, so you must write it carefully. It'll prove you discriminated and wrongfully laid off the worker because he had a disability, alcoholism. It should make clear your previous attempts to correct the worker with dates, a statement communicating the worker is dismissed effective on a date, and any final pay and severance packages. After finishing the memorandum, let it rest for a day and then proofread it.

Check with your Personnel department. If the drug or alcohol abuse while on-the-job causes the gross misconduct, then the obvious solution would be to sack the worker. And worse yet, by telling the jobholder you disagree with the "higher-ups," he can use your comment to prove improper dismissal. As you know from Chapter 4, you give your standard discontinuance package for a low-risk dismissal. In doing so, you won't surprise the employee with his termination. Owing to the situation's gravity, the jobholder will see your humor as patronizing and unsympathetic. It is important to do this task right because it is a tool for documentation, communication, and managing expectations when you let a jobholder go. If you strongly feel you need these other agreements you must have the employee sign them while he's still employed. Knowing these laws is essential if you have a jobholder that you must sack and who falls under these provisions. In a recent Cornell University study, researchers found that how the company laid off the employee was a major factor in any resulting law suit. 12) Give a warm and fuzzy line about success in new endeavors. How did the jobholder react to her or his evaluation?