It is not a thesis, nor should you take an apologetic tone. If necessary, highlight parts of the company's manual that were violated. Finally, you must provide proof that your decision to lay off the jobholder happened before finding out that she was pregnant. And, when the lawyer reviews the letter, he'll see it's a losing case as you have a well-documented, legitimate reason. Laid off personnel can get unemployment compensation. If theft occurs again, you should sack the worker immediately. Lastly you should avoid giving the entire financial responsibility to one individual. For the "bad" ones, they're invoking the firm policy. Pay attention to details when recording problems. For instance, a worker might claim that you discriminated against them during the lay off, or that you did not give them ample warning. However, if you believe the employee's performance can be altered, counseling employees is an intermediate step before dismissing becomes necessary.

Far too often employers lose on these claims simply because they failed to document the reasons on a lay off properly. Even if you think the employee is ineligible for unemployment, you must tell him how to file anyway. For example, you may be firing the person's employment but plan to hire the individual on as a consultant for your small company. As a boss or entrepreneur, you must not tolerate gross gross misconduct.