If you have an especially litigious employee, you must ask your employment attorney-at-law what the likely illegal layoff award is. If your company is big enough to have an Hr department, you should have them review the lay off plan for legal compliance. In the list above, each item uses the word "chance" except the last one about cost. ANSWER TO PART A: "Yes." You have a litigation coming for several reasons: 1) You're sacking the 2 workers because they're women and this is improper. An exit interview form should contain several questions that allow you to gain a better understanding of why the employee is leaving as well as collect any comments they are willing to give you about the work environment. Employee termination Notice Procedure. Worker Reprimands: How and When to Use Them. Besides guiding you through the steps necessary to terminate the jobholder, the layoff personnel manual should make clear the reasons for each step. In most layoffs, the risk is low because you have satisfactory papers why the lay off is occurring and most sacked workforce are unlikely to sue.

It is best to do this on business letterhead, with the date obviously marked. Include the Reason in the lay off Notice. Let me describe a common job termination penalty. First, the employer should coach the worker when the misconduct occurs. Almost any medical condition applies including a long bout of flu, alcoholism, pregnancy, recovering drug addiction and obesity is a serious health condition. Keep in mind that if there is a suit, a court can use your as substantiation against you and the company. And you must deal with it consistently, fairly, and quickly since worker misconduct can damage the small business.