An employer should be wary of doling out light punishment for an employee reprimand simply because they like the employee who acted out of line. As the owner of a small company or as the Human resources Manager, you should realize it is important to have all your personnel abide by the same rules - which are the rules established by your business policies and methods. As you and the employee present your papers, the hearing officer enters it into the record. Also, share those policies with problem employees, so they cannot claim being unaware. Be sure to apply proper deductions for taxes, benefits, garnishments and so on. As a reminder, when you lay off the jobholder due to "business desires," you can't refill the position for at least a year, or you risk the employee bringing a improper lay off suit. Although no business is completely safe, there are ways to protect your small company and to discourage legal defenders from taking on your worker's litigation. If you decide to layoff a worker under FMLA, your program is the same as any other separation. As we've discussed before, you can be in court and lose the case even when you have a documented legitimate reason for the lay off.

If you follow a proper process, you will not surprise the employee with any of this. Fortunately, you have adequately detailed her inadequate productivity. Again, by securing solid evidence that you're dimissing the pregnant employee for reasons other than the pregnancy will almost ensure that you'll not face a pregnancy discrimination suit. Also, an Hr professional can lead the meeting if you get a mental block. Consciously or unconsciously, the employee facing dismissal often resorts to offensive behavior. If you have further [bad behavior] or violate other conduct guidelines, you'll be subject to further discipline and, possibly, dismissal of employment. terminating employees for misbehavior.