I recommend you send a hard copy of the dismissal documents (lay off notice, separation settlement, COBRA notice, final paycheck and severance check) to the jobholder's home address by certified mail, return-receipt requested. Terminating a jobholder is a difficult task that no one enjoys having to do. It is far better to be safe than sorry when dealing with potentially poor-performing employees. ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're dismissing the 2 employees because they're women and this is illegal. Guidelines for an employee termination. Due to your strong moral beliefs, you may want to terminate a worker even when his conduct is legitimate. If the jobholder's behavior does not increase, then managers can use this invaluable papers to clarify the procedures taken to warn the employee that they may lose their job if they did not change. Also be aware that fired employees may act irrationally. Are you frustrated by a problem worker who is ruining your company' performance? And let's just say the employees in the quality control organization go a little overboard with the high standards. However you should address the employee written notice directly to the employee.

Having Standards for Employment termination Is A Good Firm Practice. According to our company policy, I'll be placing a copy of this verbal notice into your permanent employees file.". As a supervisor or business owner, you must never layoff a worker based on verbal feedback. If the behavior remains poor, then it's time for formal progressive discipline that will likely lead to the disgruntled worker's separation.