The best way to document lackluster productivity and minor misconduct is through progressive discipline. You must have documentation showing "before and after" of the overall demographics of your small business by protected group. Not only is this troubling, but fact that you must layoff workers mostly indicates that your business is not performing up to directives. o The layoff is medium or high risk and you can't afford the increased severance or a suit.

Misuse of Company Property or Time: Mostly the property and equipment employees use to do their jobs belong to the business. You even inform him if his conduct doesn't improve he may be subject to termination. Undoubtedly, this is only if you're going to offer this worker discontinuance pay or benefits. The first paragraph should outline that it serves as a written warning, the reasons for the written notice, and the cause of the employee receiving the written warning. This gives you an insurance policy against a litigation and in return the employees get attractive severance packages. When the employee can think of himself or herself as being "terminated" as opposed to being abruptly "terminated," the personnel negative feelings toward the manager don't linger and the productivity of their remaining coworkers does not suffer. Remember all of this is voluntary and you don't have to sack if you don't want to. The "judge" is called a hearing officer or at times an administrative law judge. o Drunk while at work (Covered by Americans with Disabilities). o Refusing to commit an wrongful act at the employer's request. The closeness in which you were planning on firing the employee after finding out about the pregnancy will not harm you in a pregnancy bias case. The terminated employee's coworkers won't understand why you keep hurting their friend.