You need a sample notice of misbehavior. You must take immediate action address and correct the behavior. o A separation contract you expect the jobholder to sign when accepting an increased severance package - Typically, a jobholder has 3 weeks to sign-up for this package. She'll think she has complete protection from lay off because of ADA, and she'll want to sue. To show respect, you should have person face-to-face meetings. That said, it's possible you won't be giving any COBRA paperwork at the dismissal meeting. o Has her attorney send you demand notifications to complain about unlawful treatment or to ask you to clarify your actions. You must do this before you can consider firing. Whether the firm is large or small, make sure your sacked employee keeps their dignity. At times in the exit interview, the employee will tell you about some potentially improper conduct by the small business. Most Human resources professionals have been in many lay off meetings and for them "it's just business." If an Human resources person isn't available, an experienced boss from another department would work as well. These cases have also been in court, and employers' decisions to dismiss employment in these circumstances have been upheld.

Your conclusion will hold up in court even if the ex-worker shows later there was a conspiracy of coworkers to get him dismissed. The best way to do this is by getting an independent review of your supporting documentation and agreement with your termination method. Sometimes, the company won't want the bad press associated with a criminal inquest, or the disruption caused by police personnel.