You then talk to witnesses, gather evidence and draw conclusions. Such documentation will be invaluable if the employee files a labor dispute claim against the firm. You might also need to negotiate whether you will provide the worker with support in finding a new position. without visiting an attorney-at-law or negotiating for more.)

This assumes you have solid substantiation showing the reason you're terminating her (and the reason cannot be she is pregnant.) Sample reprimand letters are always a good reference to have when planning to "write up a worker". You'll have kept the fired employee's dignity intact and not disheartened the rest of the staff. Management can handle Misbehavior or gross misconduct by giving a written notification, docking pay, removing vacation time, or simply talking with the employee. Plainly state what behaviors you are reprimanding. This leads to the worker feeling you didn't give him his "due." In such cases, suspend the worker for 3 days with pay to let everyone's emotions cool off, carry out a fair examination and prepare a proper dismissal. Suggestions on How to separate the employee. These "honest" mistakes and misstatements are unacceptable, and you must put the jobholder into escalating discipline. You don't want to start progressive discipline and find out later your management doesn't agree or, worse yet, discover the insubordinate employee is politically "protected.". They think ex-employees will sue them for saying anything negative, no matter how honest. o Employer said "resign or be dismissed".