Information written on the form should include the worker's name and identification information, the date and time of the violation, and what the violation is. And it allows employers to hire as well as dismiss personnel for any reason - at least as long as you're not violating any other laws in doing so. As a manager if you failed to document the worker's terrible productivity or behavioral problems, you are leaving yourself and your small business open to a lawsuit. Also you must have recorded proof to support those reasons. First, if the gossip is about an individual employee, it can cause much pain not only for that individual, but also for their coworkers. If the jobholder continues to be misbehaving, however, you'll have no choice but to carry through with disciplinary actions. If you have an especially litigious worker, you should ask your employment legal adviser what the probably wrongful lay off award is. 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. If you eventually sack an misbehaving, incapable worker, that individual may retaliate against the firm by filing a illegal layoff litigation. If you're the Hr Manager of a company, you will sign the employee separation agreement. By having one, you make sure your workers and managers are singing from the same songbook. Even if you fire for an unlawful reason, you can significantly cut your chance of a suit by treating the jobholder well during the layoff method.

Before terminating of an employee, you should collect all your papers including grounds for the lay off. Terminating a jobholder seems as easy as saying "you're laid off" but this simply is not the case. If handled badly, you'll have productivity and group spirit problems for months. It is a mistake to assume that by firing one worker, the others will improve their performance.