As a personnel person or small business owner, firing a worker should not keep you awake at night. If you eventually dismiss an employee for sexual harassment, you need this legal substantiation to support your decision. Example: "Considering your time at ABC Company, what did you like the best? First, the firm hires a disabled person and that individual subsequently becomes a difficult individual for reasons other than their disability. Like the warning meetings, you should document the termination program and clearly make clear the rationale for sacking. A supervisor of a friendly competitor says, "I understand you have been cleaning house recently. If the complaints of poor job productivity turns out to be unclear or vague — or — if the employee has not been counseled about her job performance and given a chance to improve — then terminating a pregnant worker after finding out about the pregnancy will cause you trouble. If the problems do not upgrade, firing the jobholder may be your only choice. As far as terminating personnel and employer conduct goes, this is the safest bet to ensure that both parties will end up happy with the result of a sick or injured employee. Even when firing an "at will" worker, the boss must exercise care in wording the grounds for the dismissal.

If a jobholder does not work out, despite your best efforts, a reformatory form becomes important legal evidence. As a rule of thumb, if the dismissal or terminating was for some reason other than willful misbehavior, the jobholder will be eligible. Explain to the jobholder that you have their personnel folder in front of you and that you have some bad news for them. Even worse, this jobholder may ignore your previous attempts at discipline. Although details are important, this notice should also provide a dispassionate voice.