Finally remember to remain professional in both your memorandum and in the firing meeting. Just make sure to highlight the jobholder's strong characteristics in your notification and say nothing about the weak ones. Finally, your small company may already have a escalating discipline policy.

ANSWER TO PART A: "Yes." You have a suit coming for several reasons: 1) You're firing the 2 personnel because they're women and this is improper. Here you'll learn how to evaluate the risk of your layoff using my proprietary and trademarked Layoff Risk Estimate & Protection System(tm). Even if he or she is the worst employee imaginable, you'll still find yourself reluctant to perform the termination. Get an attorney-at-law involved right away. If management normally accepts this language or even uses it at times, they cannot consider the worker disobedient. A less expensive and time-consuming choice, however, is to buy a book that covers various aspects of employee termination. Besides the survivors' speech, you should've prepared what to say to others about the dismissal (Chapter 8). Keep the exit interview brief and avoid saying too much, as anything you say can be used against you later if the worker decides to file a suit. If you had to choose him or her owing to the lowest sale rate, make clear that. Also, you may want an Personnel supervisor or an attorney to review it. If you are a small company owner, you will sign the agreement. Does the jobholder feel the boss was discriminatory in any way?