Being sacked is the ultimate form of this. 1) How To terminate The worker Who Tells Lies. Finally remember to remain professional in both your memorandum and in the firing meeting. Be quick to examine any gross misbehavior. That way, if it comes down to "he said, she said," you will have someone else that can verify what you did and did not say to the jobholder. For example, when you separated him for a performance problem or laid him off as a cost cutting move, the commission always favors the separated worker. In fact there are 5 deadly errors you can make when dimissing any employee. And if the insubordinate individual elects to buck the system, you are better-off without her or him. For example, you don't want to say in a organization meeting, "We are looking to get some new blood in here." Then, a week later, you dismiss a poor performing 56-year old employee. It's unlikely the employee will sue you and, if he does, you'll probably prevail.

Discuss the importance of standardized methods to lower legal risks during employee separations. If you saw the gross misconduct, you must reflect on your observations. What should you include in a worker firing agreement? An exit interview is a meeting between a management representative and the fired worker. ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're separating the 2 employees because they're women and this is wrongful.