Failure to Perform Quality Work: If a worker has failed to perform their work with acceptable quality, you have likely counseled them before firing them. As a manager, you cannot hide from it when it happens. Keep the letter factual and to the point. Even if he or she is the worst worker imaginable, you'll still find yourself reluctant to separate that worker.

Even if you know your worker is taking leave under FMLA, you can still dismiss him or her. A poorly handled firing can have long-term effects for the company and its ability to keep good personnel. Finally, you should ask for approval to layoff. These may include how the employee will empty her or his workspace and the company's need for the jobholder to leave the building immediately. If you must layoff someone for an unlawful reason or a stupid one, then follow the method for high-risk terminations. It is never a pleasant business to lay off workforce. Misbehavior and Employee Moral are Directly Linked. First, the jobholder is probably to sue and you have suitably documented a legitimate reason. It is an intimidating action to do at first, since you're sending a terminated worker into unemployment. ANSWER TO PART A: "Yes." You have a suit coming for several reasons: 1) You're firing the 2 personnel because they're women and this is improper. However, the minor details of the program may vary.