Separate Workforce with Care to Avoid Firm Troubles. You do the termination based on performance and Sue's is the worst in the organization. Or, it can be indirect, such as failing to follow a process as set forth in your employee handbook. Step 4: Send The employee Home With Pay For 3 Firm Days. The wise boss will put the employee into escalating discipline and document expectations in a clear, concise written format. The main question an employer will have is, "Which worker should I terminate? So whether you are an experienced manager or you're new to the position, it is important for you to know what your rights are. You hear from her legal adviser you separated her because she refused to sleep with the boss. This is critical if you decide to continue the investigation further.

You could ask Hr to do the examination for you, but I recommend against it unless, undoubtedly, you're an Human resources professional. Typically, these rebuttals are laughable because the jobholder is obviously is in the wrong and is trying to shift blame to you (or someone else). Their file should list out their repeat transgressions with dates and the disciplinary action the supervisor had to take. The employee will want revenge, you don't have any papers and you didn't follow standard processes. Never try to dismiss an employee "on the fly." You're opening yourself up to legal issues and giving the employee ammunition to argue about her or his separation. 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.