Summary Dismissal For Serious Misconduct
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FAQ
A good summary dismissal letter should include: The decision to dismiss the employee and how you came to that conclusion. The nature of gross misconduct. Details on how you investigated the case. Their last day of employment. Instructions on returning company property.
Dear [name of employee], I am writing to confirm the decision taken during your disciplinary hearing on the [insert date of hearing] to summarily dismiss you for gross misconduct. Further, I can confirm that the decision to dismiss was made with immediate effect, from that date, without notice or pay in lieu of notice.
Hear this out loud PauseI am writing to you about the termination of your employment with <insert company/partnership/sole trader name and the trading name of business>. I refer to our meeting on <insert date> which was attended by you and <insert name of others at the meeting>.
Serious misconduct You can issue a single 'first and final' written warning if the misconduct or underperformance is serious enough. Explain that not improving could lead to dismissal. 'Serious enough' includes if it's likely to or has caused serious harm to the organisation itself.
Just make sure you document the termination process well, including evidence of the misconduct. Write a letter of termination listing the behavior and reason for firing, and save a copy for your records. This will serve as valuable evidence if you need to prove it later on.