In these cases, don't use progressive discipline because (Employee Termination Form)

In these cases, don't use progressive discipline because it invariably leads to dismissal. Step 3 in How to dismiss Someone: Perform an Exit Interview. For over 150 years, the law-of-the-land has been you could fire any worker for a good reason, for a bad reason or for no reason at all. It means adding extra responsibilities to your already hectic day, and worrying about hiring and training another professional to replace the worker that's left. Instead, give the employee 2 or 3 chances to improve through formal warnings over a reasonable period of time. Even verbal firm policy can offer you protection so long as you can prove that everyone heard the do's and don't's in your business work place. If you strongly feel you need these other agreements you must have the worker sign them while he's still employed. However, if the employee normally does a decent job, and the disobedient attitude is a recent affair, then the personnel employees may decide to help the employee. Lastly, the most common mistake I hear is something like, "We dismissed Joe because he just couldn't get the job done." You now know this isn't a layoff because you're not dimissing Joe due to a firm need.

ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're dismissing the 2 workers because they're women and this is improper. *Do I need to give the jobholder a notification of dismissal? Keep in mind there are several laws that apply to worker rights in layoff. If you can, transfer the insubordinate worker to her hiring supervisor. A Sample Letter of Dismissal for an employee. Employers should develop guidelines so managers and Human resource professionals can handle misconduct in a consistent, efficient and fair manner.