Discuss the return of property belonging to the firm such as ID badges, laptops, credit cards, cell phones and business cars. As a human resource individual or small company owner, dimissing a employee should not keep you awake at night. For most enterpreneurs and managers, dealing with any form of disobedience is a rough road. After all, this may be their manager you're sacking! Also, to keep the worker's anger as low as possible, keep the tone of this notice as polite as possible while still giving a truthful layoff reason. Documenting all relevant information in an accurate, honest and specific manner will ensure you can prove a separation is not part of any improper purposes, such as bias. Above all, be respectful to the jobholder as this will be a life-changing day for this individual. If you had to choose her or him due to the lowest sale rate, explain that. However, if the employee normally does a decent job, and the misbehaving attitude is a recent affair, then the human resource personnel may decide to help the jobholder. In the rare cases where you can't settle and the employee is going to court, you need to get yourself a good employment legal adviser. Even if you know your employee is taking leave under FMLA, you can still layoff him or her. By keeping your feet firmly planted in your existing rules and policy, you can bring back to the fold an errant employee.

By doing this, you're not only showing the employee that she is not being separated because of her pregnancy, but you are also providing information to anyone giving her legal advice. By this time, the employee should be comfortable being at home, and you would set a bad precedent by waiting. If the dismissal is owing to a layoff, restructuring or downsizing, you can express some sensitivity in the letters of lay off.