And these are invalid grounds for separation. Build the case that you're not dismissing them because they were jailed but on the account of the effects of their jail time. In the past an employer could lay off a worker who did not meet their expectations or who did not fulfill their job duties. Her representative must be a worker, and her legal counsellor can't be the representative. But if you think of it as a standard company process to follow, you can get through it more easily.

Can you not teach that old dog a new trick, like listening to the individual who signs the checks? First, consult with other relevant managers on who you must terminate and why. I should tell you that due to your misconduct in the form of (state here either business theft or misuse of company property), your employment with (firm name) will be separated right away. In layman's terms, this means an employer makes a change in the worker's circumstance which would cause any reasonable employee to resign from her or his position. For more details on COBRA and your responsibilities, see Chapter 8 - Step 10. As you may recall from Chapter 4, a high-risk lay off is one where the jobholder will sue for unlawful termination (if you fire him) and he'll win in a court trial. But there's a danger for you and your small business when you write a letter of recommendation. In addition, you won't worry about a improper dismissal suit blind-siding you and costing you and your business a bundle. Owing to the conditions of your termination, further law suit will be in place and firm legal defenders will be in contact to discuss conditions of repaying the business for (stolen or misused) firm items. For example, you could cite her bad performance as substantiation she probably didn't hold a similar job previously.