ANSWER TO PART A: "Yes." You have a law suit coming for several reasons: 1) You're dismissing the 2 employees because they're women and this is illegal. (Here's another more economical alternative for staying out of trouble when dismissing and includes a quality sample dismissal memorandum and other separation forms). Also, you may want an Personnel boss or a legal adviser to review it. One of the most trying parts about being a proprietor or Personnel boss is dealing with problem employees. Even if your predecessor has documented the disgruntled employee's lackluster productivity and behavior, I still recommend you wait to separate until you have developed your own independent observations. However, with this, you should also provide substantiation that such training and counseling did not improve their productivity. Explain the problem or how the worker violated firm policy. According to our business policy, I'll be placing a copy of this verbal notification into your permanent workforce file.".

If a jobholder costs you too much money, time and worry, then you are doing yourself a big favor in sacking him. In it, you must list facts and back up the reasons for layoff. If the worker believes the problem you are having relates to her or his disability, you should address it now. 14) Have an acknowledgment line showing the jobholder received the memorandum. Employment claims and liabilities you're releasing include, but are not limited to, those arising from the Age Discrimination in Employment Act, Title VII of the Civil Rights Act, Americans with Disabilities Act, claims of improper termination in violation of public policy, claims of breach of contract, claims of breach of good faith and fair dealing", Fair Labor Guidelines Act, Family and Medical Leave Act, tort claims, Occupational Health and Safety Act, Pregnancy Bias Act, Older Personnel Benefit Protection Act, Civil Rights Act of 1866, Uniform Services Employment and Reemployment Rights Act, Worker Adjustment and Retraining Memorandum Act, and the Sarbanes-Oxley Act. If you document everything that a jobholder does wrong using the employee discipline form, it will make terminating them much easier. If an employer is considering separating and worker for something not outlined in a contract, they may find this a more difficult procedure.