ANSWER TO PART A: "Yes." You have a (Employee Warning Form)

ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're terminating the 2 employees because they're women and this is improper. Also, if it's big enough, you may be able to find another desirable assignment within your current company. If the employee resists all attempts for rehabilitation, your only choice is employment termination. As you may recall from Chapter 4, a high-risk lay off is one where the jobholder will sue for improper lay off (if you terminate him) and he'll win in a court trial. If the laid off employee wishes, she can release her frustrations and "inform off" management.

As a business owner, you have to remain objective as you collect information in the exit interview. If the original hiring manager goes ahead and fires the bad individual, it's hard for the employee to claim this manager fired her because he held prejudice against her. In most lay offs, the risk is low because you have satisfactory papers why the firing is occurring and most terminated employees are unlikely to sue. If someone who has the proper authority gives this order, and the jobholder refuses to perform the duty, the act is plainly gross misconduct. Finally, bad employees will often threaten you with a legal action if you fire them. Discuss top-line points of the separation contract, if this is a condition for receiving extra severance. At times former workforce try to file a wrongful lay off suit against their employer. But be careful, because there are over commonly over 40 to 60 employment laws (depending on your state) that protect the employee in some way. However, when these fail, realize you may have to fire the jobholder involved. It is the preschool diatribe that remains true for them.