[stendahl]

On Oct 21,st I had to fire an employee. It is now Nov 11th and the former employee is asking for a letter on why he was fired. My reasons for firing him were because he was a violent staff member and had serious issues with management.

How do I send him a letter stating the reasons without setting him off?

Karen Stendahl

[Stuart Wingate]

I am not a lawyer or HR manager, so please consult one before you do anything. Anything you put in writing can put you and the company in jeopardy and open you for a lawsuit. All correspondence with former employees like this should be reviewed by HR, your boss and an employment attorney or come from one of them.

Good luck.

[ljmorgan]

From an HR standpoint? I'd NEVER send that letter. He should have been told why he was being terminated and if he was eligible for rehire.

After that you have no further contact.

If you are asked to confirm employment, you can limit your response to the dates he was employed. Many large companies are doing this through a third party.

Good luck

[Telezia]

Originally Posted by stendahl

On Oct 21,st I had to fire an employee. It is now Nov 11th and the former employee is asking for a letter on why he was fired. My reasons for firing him were because he was a violent staff member and had serious issues with management.

How do I send him a letter stating the reasons without setting him off?

Karen Stendahl

My position on this is to let them know that they have an "Anger Management" problem which needs to be addressed. Give them some examples of this behavior without being too offensive or blunt. The truth doesn't have to be displayed in an unkind manner but it still needs to be said. This person has an issue with anger and possibily with authority. It may make them angry to hear it but it is the reason for their unemployment and needs to be corrected or they might hurt someone.

[Robin Holtson]

You are under no legal obligation to send him a letter. Sorry, but I strongly disagree with Telezia; you are not responsible for bringing his behavioural issues to his attention. You should make sure that both your HR Director, and legal department are made aware of the request. If you feel he is a threat to you or your fellow employees, notify building security.