Tell her by following the Company's policies and procedures, you had no choice but to lay off. When you give a bad worker a choice of resigning or you terminating him, you're not giving him a real choice. Your workers will probably have a mixture of feelings about the dismissal of the high level employee. Therefore, you don't need worry too much about a defamation suit when you inform the truth about the jobholder's productivity. Therefore you must know how to fire an at will employee suitably to limit your legal liability. When the worker can think of himself or herself as being "fired" as opposed to being abruptly "separated," the workforce negative feelings toward the supervisor do not linger and the performance of their remaining coworkers does not suffer. o Option 2: Downgrade The Risk Before Separation. Or, if you can't fire for political reasons or the potential cost is too high, find an alternative to separation you can live with.

Then the supervisor must resort to escalating discipline with the jobholder. She said you rated her below expectations because you showed favoritism to the "younger women with short skirts." You knew this to be untrue, and Human resources did an examination showing you weren't the problem. When the employee's conduct would damage productivity or lead to general mutiny, it must be dealt with as misbehavior. To prevent this from happening, you must understand the basics of writing an employee separation notification. o Plays video games on the weekends. These policies should include potential termination issues such as tardiness, absenteeism, drug and alcohol abuse both during and after work hours, as well as fraternizing, sexual harassment, stealing and abusing business property. The grounds for dismissing a worker will depend on each specific situation. When you use these tips and proper dismissal processes, you can fire your wayward executive and stop cold any possible law suit.