Therefore, don't use salary as your official reason for firing. The firing will feel less personal to those employees losing their jobs, and it immediately gives security to those who remain. 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 investigation showing you weren't the problem. No legal defender will want a case he can't win. Only lay off a probationary employee for a clearly documented, legitimate and fair reason. o Is it likely the accuser misinterpreted what she saw and heard? You can still fire personnel for misbehavior or violation of business policy. Therefore, do not be surprised that dimissing a worker like this causes heartburn. Since workforce will know these are stupid reasons, they will believe you separated them for an unlawful reason which you can't talk about.

This employee may be a problem that your predecessor didn't have the guts to do anything about. Or, your ex-employee is bitter and hostile and wants to seek revenge on you and your small business. This leads to the next item you should include in your termination letter, the facts. Once you have the jobholder's signature and your own on the notice, you must make a copy for the worker and one for your records. Such thinking is short-sighted and oblivious to the positive public relations benefits of having a good dismissal package. The employee will often believe such remarks suggest wrongful bias.