If they are a popular and instrumental key to your personnel then you may give them heed and listen to their reasoning behind being problem. If you separate both, you would get a wrongful dismissal claim for sexual harassment from both women. If a jobholder has often failed to perform on schedule, you have likely provided warning letters or counseling sessions which you have documented. If the boss sees gross misbehavior, they will frequently discipline or lay off that worker. If your reasons are solid and stated within the letter of termination, it is most probably that a pregnancy discrimination case, if it occurs, will never get far. An employee who you layoff could potentially have a case for wrongful termination if you separate him or her on impulse with no prior signs her or his job was in jeopardy. Letter #3: "Low Risk" Dismissal Notice - Layoff Due to Business Need. Get a legal counsellor involved right away. Better yet, get a book that covers worker policies and termination procedures. Firing someone is one of the trickiest jobs you will do as a small company owner or a Human resources Manager. If the bad individual tries to rally other coworkers against the company, document this as well. An example of a case like this is when management discovers a worker stealing or misusing business property.

In conclusion, sample written letter of dismissal makes a difficult process easier. If you terminate an employee for "cause," a clear, well-written statement of the rationale for the termination will inhibit any future law suit by the jobholder. In fact, he probably has been building a case against the firm in preparation of a wrongful lay off suit.