o You don't have an wrongful discrimination against the jobholder. You sack the jobholder and offer a lowball (but increased) dismissal package in return for a release. The next step is a formal warning. This shows a jury you weren't sacking for wrongful bias. You can use these same techniques for resignations as well. o The jobholder's attorney-at-law who desires to put the worst possible spin on everything you write. The final element of the layoff notification is the sign off. Your lay off procedure will make the process go more smoothly for the fired employee, coworkers, and the company as a whole. Using a worker termination checklist can help ensure you follow all the correct methods. One form of being funny to the point of misconduct is with the use of e-mail and instant messaging.

Within this section, you must state that this final incident has left you with no other choice than to lay off this employee. Your separating personnel manual should include templates that you can change to suit the needs of your specific company. Make your argument; be recorded but concise, and go on about your small business. The closeness in which you were planning on separating the employee after finding out about the pregnancy will not harm you in a pregnancy bias case. o Confirm any commitments you made to the separated employee.