HOW TO DRAFT THE FINAL NOTICE OF DISMISSAL
Form No. 3, in the book HR Forms, Notices & Contract, is the final step in employee dismissal. This is the second part of the two-notice rule.
This is the decision to dismiss, the final notice or the notice of dismissal. After giving the employee the chance to explain the charge in writing, conducting a hearing/conference, evaluation of the evidence and consideration of circumstances surrounding the offense, the employer has to issue his final decision.
In this final notice, the employer must give a summary of the proceedings, such as the charge, specific company policy violated, notices sent including the time it was sent and date of receipt by the employee. Also, the conduct of the hearing and the statement that due consideration and evaluation of the pieces of evidence led to the conclusion that there is substantial ground to dismiss the worker.
This notice should contain, in essence, the fact that after careful consideration of all the circumstances of the case, and the pieces of evidence submitted, grounds have been established to justify the dismissal of an employee.
Dismissal for just cause may be effective immediately upon receipt. There is no need to give 30-day prior notice most especially if the offense is of such nature that poses danger to life or property of the employer or his representatives.
(See HR Forms, Notices & Contracts, Volume 2, pp. 17-18)
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