Of course she was frustrated at having to perform double the work, but could she terminate her worker for this disaster? The tone of your separation letter should be firm and not unkind, but at the same time you should not include any tone of apology (unless certainly you're downsizing, which is a different case). Dismissal Options: A Documented Explanation. This is a decision you are holding fast to, and any misunderstanding of that fact will surely not be to your advantage. This is a method used by both large and small companies to stay competitive.

Remind her of the dates for the exit interview and separation settlement when you're offering these. Managers who separate an employee "for cause" don't generally provide a worker notice of lay off. Once you notice it, you should right away start down the path towards termination methods. When you can show you care about the worker, you'll be cutting your chance of a lawsuit. Use discretion when you opt to lay off someone in the middle of the workweek. No matter how small the change, your workers will feel insecure and often resentful. These are cases of gross misconduct, and you can dismiss these employees right away. This assumes you have solid proof showing the reason you're dismissing her (and the reason can't be she is pregnant.) Remember there are always several sides to a story, so do not just consider the eyewitness story, but hear out the worker under terminate before continuing the termination method. Since this is such a substantial step in the termination process, you must plan ahead of time what you'll say to the worker.