Writing Dismissal Letters Washington DC

1. As applicable, check with your company's legal department or your supervisor. Employee dismissals sometimes require the writer to follow certain legal or professional protocol or use a certain template. Before you begin your letter, know what it must, by law and company policy, include and omit and what template you should follow. You might, for instance, have to state specifically what conditions led to the dismissal, or conversely, you may have to phrase the dismissal letter in general language that does not reveal information such as internal reasons for downsizing. Hopefully, you work for a company (or even better, run a company yourself) that treats all employees ethically and allows for employees to follow up with questions before or after they have received a dismissal letter or that talks to employees personally before they are officially dismissed. If you have a problem with the way your company handles dismissals, you should address that with your supervisor
   
2. If possible, be specific about the reasons for dismissal. When writing a letter of dismissal, you want to remain objective and professional, but don't forget the ethical importance of considering the feelings of the recipient of the letter. If it is possible for you to be specific about the reasons the employee is being dismissed, include these briefly in your letter. If you were being fired, wouldn't you want to know the reasons why? You need not go into incredibly specific details, but, as appropriate, pinpoint the violation of office policy, work evaluation, or other condition which has resulted in the dismissal. Again, it may sometimes be mandated that you include this information in your letter. ...

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Author: B. Danesco