101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination

By Paul Falcone | Go to book overview

#84 Terminating the Probationary Employee

February 15, 2010

Patty O’Grady
532 Westminster Court
Portland, OR 97232

Dear Patty,

I’m sorry to inform you that effective at the close of business today, you will be
dismissed from Paragon Real Estate Group for failure to meet the terms of your
probation. On January 20, you had your initial 60-day introductory period extended for
an additional 30 days because of performance problems, including slow mastery of
basic accounting calculations as evidenced by errors, work avoidance, and multiple
revisions of your standard paperwork.

Since then, you’ve made an excessive number of errors in the accounts receivable
spreadsheets. As a result, your internal customers have ceased delegating work to you
for fear that it would not get done correctly. You have been unable to complete your
monthly statement, and your work must now be reviewed and redone by another
member of the accounting staff.

Because you have not met the terms of your probation, we must terminate your
employment. You will receive information regarding COBRA and any other benefits for
which you are eligible from our Human Resources department in the near future. I
wish you well in your career.

Sincerely,

Mark Guardino
Accounting Manager

-363-

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