Again, by securing solid evidence that you're dimissing the pregnant employee for reasons other than the pregnancy will almost ensure that you'll not face a pregnancy discrimination suit. * Have an honest discussion with your employee about their job productivity and how it is influencing not only your company but their career. It's a good way for the worker to leave the firm with dignity. Before presenting the preparation procedure, we'll discuss a few common questions I get from cautious supervisors. By having one, you make sure your employees and managers are singing from the same songbook. * Approach the jobholder who has committed the theft in a private setting, but make sure you have another member of management or ownership to witness the punishment. In Tool #5 of the jobholder Termination Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. If you do have written employment agreements with any employees, make sure the terms of the agreement include their at-will status under the California at-will employment statutes. Are you frustrated by a bad employee who is ruining the small company' productivity? Be aware that an problem worker may also claim to "forget" to perform a certain task that they simply do not want to do. If you're sure that this individual is creating a poor work environment or detracting from the goals of the small company, then you shouldn't hesitate to let him go. The Second Step When Sacking Employees: Prepare for the firing Meeting.

Another point that may help you is paperwork showing any extra training or counseling needed to upgrade their job productivity. He knows both you and the jobholder are not legal advisers and won't expect you to act like one. During the lay off meeting, you'll discuss the contents of the worker separation letter.