During your discussion, you must tell the at will worker what he or she did wrong, tell him or her the actions you will take, and warn him or her of the consequences if the action reoccurs. Papers and disciplinary action for misbehavior problems at work is time consuming. Lay offs are a dirty business, but necessary for a business to survive and compete successfully. Don't sugarcoat your reasons, as this may lead the jobholder to feeling patronized or lied-to. Evidence and rehabilitative action for gross misconduct problems at work is time consuming. It is potentially dangerous to fire a pregnant employee because, under the Pregnancy Bias Act (which is part of Title VII of the Civil Rights Act of 1964), it's improper to discriminate against pregnant personnel. Also, the company downturn gives you a legitimate excuse for terminating Sue. If this is the case, nine times out of ten the jobholder will return to good behavior. Writing a dismissal notification can be difficult. Lastly, sit down with the at will employee and discuss the firing memorandum. In return for a release and a promise not to sue you, you must offer the jobholder something in return. If the insubordination regards abusive language, the context in which the jobholder used the language matters a great deal.

If a worker is drawing a paycheck from you, he or she must follow your orders. And, your layoff memorandum will be a key document since it should make clear the specific reason for the layoff. 9) How to fire an employee for off-duty behavior and lifestyle.