Make it clear when the employee agrees the poor productivity is not related to it. Lastly, you must provide substantiation that your decision to lay off the jobholder happened before finding out that she was pregnant. A cover story is a positive explanation for a terminated worker's departure from the business. Give him one immediately using the company productivity review form stressing his work-related problems. First consider if the jailed worker is under contract or part of a union. It is essential to have another member of management present when separating personnel. Begin the program by telling the jobholder why he or she will no longer be working for the company. If you, or a subordinate, separate a difficult worker "on the spot," you'll probably face a illegal dismissal suit. Although there wasn't enough evidence, you expect the employee will never again even appear, to break the rules. Again use third-party eyewitnesses, like Personnel Workforce, to work on your behalf.

If you ever have to write a termination notice, it helps to have prepared ahead of time. Also, fighting the claim can cause a morale problem back in your organization. Having a sample memorandum of misbehavior on file can assist you through most misbehavior issues. ANSWER TO PART A: Is it probably the employee will sue? If you eventually layoff an employee for sexual harassment, you need this legal evidence to support your decision.