In this case, you'll want to present the jobholder's resignation notification as evidence. Finding out exactly what happened is the first action you as manager need to take in response to worker misbehavior. And, by asking him to leave, you have just proved his point. Considering the large number of suits that workers file each year, it is important for you to document thoroughly all decisions. If the boss sees gross misbehavior, they will commonly discipline or layoff that worker. ANSWER TO PART A: "Yes." You have a suit coming for several reasons: 1) You're dismissing the 2 workforce because they're women and this is improper. Also, if the misconduct or terrible productivity occurs occasionally, don't use escalating discipline. Here you can dismiss the jobholder quickly because you have a responsibility to the well-being of the other personnel and the company. Keep a good sample, one that's basic and can conform to whatever situation you are dealing with. Before this meeting, gather all of your evidence and write a dismissal notice. Finally when this fails, the boss can choose to terminate the worker.

If this is the case, let the personnel know they will get plenty of notice before the next wave. If you're dealing with bad employees in your workplace, there are several things to consider before dealing with that worker. A progressive remedial program is always best when possible. Also, your definitive statement limits the rumor mongering about the subject.) Typically, employers don't suspect these workers of this behavior.