If you dismiss both, you would get a unlawful lay off claim for sexual harassment from both women. It's like the old saying, "When the cat's away, the mice do play." You'll hear about the insubordination from an accuser. Ask if the employee has any questions about the firing, the severance benefits, the separation package or about help finding another job. A worker can claim they were fired unlawfully if they can show you breeched an implied contract, are retaliating for whistle-blowing, intend to defame them or are involved in fraud. If you lay them off owing to a business restructuring, they will leave on better terms than if you separate them for violating company policy. I'll start looking for a replacement right away and hope to have someone here within 2 weeks. By my watch, your conversation lasted at least 25 minutes. Guidelines For Job termination.

If you don't know how to use escalating discipline or how to write a proper lay off letter, you need a copy of my book, "Employee termination guidebook." You can get it at my website: And, what can you do to prevent the worker from retaliating against your and your small business? For those Hr offices dealing with several workers, they should create preset standards for certain actions. Firing Personnel for Sexual Harassment. It is important the worker understands why you are separating her or him. A sample letter of insubordination helps set up a formal, unemotional tone when dealing with insubordinate employees. Before writing an employee reprimand notification, you must clearly make clear the behaviors and productivity you expect from the worker.