His legal adviser should prove you knew the truth, but you told a lie. Not only should you document the problems you have had with the jobholder, but you also must prove that you effectively communicated your expectations to them. (My favorite is Option 2: Downgrade the Risk before Dismissal.) sample job termination notifications.

Be sure to keep a copy for the company records, and if you should mail a notice (if a jobholder works off-site), then use certified mail. While this may seem harsh, the jobholder's termination is commonly best for you and your company. Frankly, the sole proprietor or boss just screws up. Once you have created an employee hygiene policy, present this information to your employees. After all, it is a business, and if you're losing money on the account of a problem that is reasons for separating. Another reason that companies use corporate outplacement service is to lessen the likelihood of a law suit. Even if you only suspend the employee, it is essential the jobholder receive a psychological evaluation before returning to work to ensure competence. Worker disobedience can occur many different ways. Documentation and reformatory action for misbehavior problems at work is time consuming. Just get your facts straight and create good solid documentation on why you separated the employee. An exit interview policy is a plan that you put in place for use with terminating an employee. However in the low-risk case, it's unlikely that a worker will sue or a lawyer will take her case.