Dismissal - Any ending of a worker's relationship with the business including sacking, lay off, RIF, resignation and retirement. This concludes our discussion on separation issues for business owners. The worst downfall of any business is not following through with the reformatory policies and processes written in firm manuals. o Continuation of healthcare benefits (ranging from 3 months to a year). Tell her by following the Firm's policies and methods, you had no choice but to sack. o Is it clear this layoff isn't for an improper reason, a stupid reason or off-duty/ off-site conduct? The supervisor should handle the lay off memorandum the same way in all three cases.

The wrong workers and the wrong approach to terminating personnel can cost a sole proprietor his or her livelihood. To prevent confusion, you should remind the employee of any verbal discussions on the terms and condition of their employment. o Has the business consistently dismissed similarly placed employees for these reasons in the past? The closeness in which you were planning on terminating the jobholder after finding out about the pregnancy will not harm you in a pregnancy discrimination case. Your worker can use your favorable comments against you in a wrongful separation suit as substantiation you didn't lay off him for terrible performance and conduct, but because of some wrongful reason. Remember when writing your own notice, you must clearly express why you are terminating the employee. Well-written sample termination letters will give the sacked worker plenty of useful information, including why you are firing him or her. o Has her lawyer send you demand letters to complain about wrongful treatment or to ask you to clarify your actions.