Also be aware that laid off workers may act irrationally. ANSWER TO PART A: "Yes." You have a litigation coming for several reasons: 1) You're firing the 2 personnel because they're women and this is illegal. Get control of your emotions allowing for a "cool down" time before continuing with the firing. However for senior workforce managing a division, it may take longer, 180-270 days. If theft occurs again, you must terminate the jobholder immediately. If the supervisor's behavior remains bad or she fails again, use this Guidebook to make sure you thoroughly document her lack of performance. Look at some examples of handling insubordinate employees below. It's difficult to layoff anyone, but a good letter can ease the pain of a firing. If the employee is civil, you might let the employee return to his or her desk and gather personal items. 3) Let people know you followed the firm's policies and procedures. It is important for there to be at least two business representatives, you and another employee, present during the layoff meeting. Before you decide to swing the proverbial ax and let a problem individual go, you must have at least a few good reasons.

If you lay them off on the account of a business restructuring, they will leave on better terms than if you sack them for violating company policy. For example, you should list when the employee will receive the final paycheck and what his severance benefits are. Everyone should know what to expect.