First, the employer should coach the employee when the misbehavior occurs. As a supervisor, you should set clear expectations in writing. Frankly, the proprietor or supervisor just screws up. If the policy has no such clause then you can go ahead and use the worker dismissal notice. Probably a judge will review this form and if not done suitably the court can use it against the company. After you have tried everything to correct a jobholder's productivity, you should consider firing this person. Employee Rehabilitative Forms Are an important Management Tool. That is, certainly, if the employer has followed all the legalities associated with worker relations. If your company's workers form a union, then this presents a whole new set of legalities to deal with when sacking workers. Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the employee decides to file a litigation. Lastly, you must provide proof that your decision to layoff the employee happened before finding out that she was pregnant.

Let the jobholder vent if she desires to. However you decide to fire workforce, you should do it consistently. As a manager, you will have to earn the respect of your workforce. 2) You have discussed your circumstance with your attorney-at-law and have gotten his opinion.