This assumes you have solid evidence showing the reason you're terminating her (and the reason can't be she is pregnant.) Most employees (and many employers) don't know this misbehavior exception. There are books and articles available to guide a supervisor through this sticky problem. You have to deal with the bad employee quickly and decisively. The notice also gives you a chance make clear why you fired the jobholder. When you dismiss an executive for lackluster performance (with or without a contract), it's mostly for his department's lack of results and not for his personal behavior. This is followed by a written notice, a final written warning, and then layoff. The second layoff notice sample is more flexible for addressing all kinds of separations.

More importantly, the removal of the insubordinate employee will give you more time to run the firm and increase results. You must have a compelling reason to make the notice longer than a page. The employee has not been doing a good job, the boss has all the evidence of this and the employee has fair warning that it will happen. Your layoff memorandum should briefly summarize the recorded evidence you collected while trying to reform this worker. To protect the firm from illegal termination suits, schedule a witness to be present with the termination manager and the employee. Under these scenarios, the manager eventually has to terminate the worker. You should put him into progressive discipline, set reasonable job guidelines, and give him time to upgrade. Of course, you would expect higher levels of performance from a senior worker than an entry-level worker.