This notification should be brief, professional and should clearly give the reasons for dismissing. The short answer is "none." You don't want to have any papers on the wrongful reason or stupid reason. Valid Reasons for Termination of Workers. o Tell each witness neither you, the company nor the accused worker will retaliate against her. o The likelihood the worker will take litigation against you and the small company for unlawful separation. That said you must do much listening and little talking. The worker will want someone he can complain to about his old department and supervisor. These laws are usually more employee-friendly (and therefore anti-firm) than the federal ones. This gives you an insurance policy against a law suit and in return the employees get attractive severance packages. Otherwise, the disgruntled individual will continue to drag you, your employees and the small company down. Second if you have a case of gross misbehavior, you can right away lay off a worker. Your employees will probably have a mixture of feelings about the dismissal of the high level worker.

Most Personnel professionals have been in many separation meetings and for them "it's just firm." If an Hr person isn't available, an experienced supervisor from another organization would work as well. These policies should include potential lay off issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing company property. Provide specific rationale for terminating the worker, their problem behaviors and dates these problems occurred. My gut is Robert would likely sue, but it's a close call.