(This is because he didn't ever write a rebuttal.) The Jury's Conclusion: The employee's alleged improper reason is bogus and only invented after the fact to extort money from the firm. If your reasons are solid and stated within the notice of lay off, it is most probably that a pregnancy bias case, if it occurs, will never get far. It's unlikely the employee will sue you and, if he does, you'll likely prevail. It also should document any measures taken to resolve the problem before terminating became the only alternative. First, you must ask yourself if correcting this problem behavior is worth losing the hardworking worker over. employment termination notification. This will help you during the discussion with your problem employee. This requires excellent written papers. If you don't have the power to change your small business's "no inform" policy, how can you still give a former coworker a reference without getting into trouble?

Make it clear when the employee agrees the poor productivity is not related to it. For example, you may list number of pieces an hour, number of units sold a month or a project finished by a certain date. Before you write an employee reprimand notice, you must guide this programmer through this problem. Instead of agreeing to the implied question, you must say, "Of course I want to aid you; this is why we've provided you a severance. And you'll hear many excuses from these workers. Because he's on payroll, you can ask him to do a homework assignment.