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[quote=Anonymous][quote=Anonymous]Do it either right before lunch or at the end of the day but before everyone else is going home (so like, 4pm). Have everything ready. Final paycheck, paid out leftover vacation days, letter of reference, box for personal things, etc.

"Larla, as you know, when we talked at the end of January, I told you that you needed to get to work on time every day, and to take no more than 60 minutes for lunch each day/sell at least 120 widgets a month/get all timesheets entered by the second day of each month/whatever in order to keep your job. You have not done that. I took the liberty of giving you an extra month but it did not help. This leaves me with no choice but to let you go, effective immediately.  Your paycheck through the end of today has been deposited in your account, and here is a check for the two vacation days you haven't taken yet, along with a letter of reference.  I wish you the best of luck."

If you are basically firing her for cause, you need to decide whether or not you would contest if she filed for unemployment. If you wouldn't, say that. "The company will not contest if you file for unemployment."

If she cries, you can say "I'm sorry it came to this. I really enjoyed working with you/getting to know you/that time you juggled." Then stay in your office until she's gone. Then go home and cry. [/quote]

I'd steer clear of trying to pin it on underperformance unless you have clearly documented and communicated underperformance for several months or years.  If she is a top performer and you're laying her off for budget reasons or whatever do not fabricate underperformance. [/quote]

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