Illinois Termination Letter for Poor Performance
Description
How to fill out Termination Letter For Poor Performance?
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FAQ
If you choose to terminate the employee, own that decision. For example, you can say, ?John, as you know, we've talked a few times about your attendance, and we haven't seen this improve as we would have liked. That said, we have made the decision to terminate your employment effective immediately.?
I write this letter to inform you of your termination with the company for violating our no call no show policy. On September 16th, you failed to show up for work. There was no contact to any parties about this and you have failed to provide an explanation for your absence.
This letter is to inform you that, effective immediately, your services are no longer required at [COMPANY]. In the past three months, we've seen a notable lack in performance. Due to excessive tardiness and a failure to meet performance expectations, we have made the decisions to formally terminate your employment.
Incompetence is demonstrated if an employee continuously fails to meet the set targets, has remained indifferent or generally puts in no effort to improve their performance. Cases, where an employee has continuously ignored warnings and has failed to meet the standards, can lead to termination with cause.
No. Notice is not required by either party based on the doctrine of "employment at-will."
Details of performance: Outline the specific areas in which the employee is underperforming. Be as specific as possible and provide examples where necessary. Consequences: Explain the consequences of continued underperformance, such as further disciplinary action or termination of employment.
How to write a termination letter? Let the employee know the date of their termination. State the accurate and detailed reason(s) for his/her termination. Mention compensation and/or benefits, if any. Notify that they must immediately return all company property.
Be compassionate and professional, but don't apologize. Your message should be that the employee is being terminated because they can't meet the job requirements. Don't imply that someone else, such as a man or younger person, could do the job better, or you may open yourself up to a discrimination lawsuit.
