Have the worker sign the memorandum. (Of course, you should document all this bad behavior when the meeting is over as it'll prove you were correct in dismissing her.) Don't take it personally and don't react to her taunting. Below is a comprehensive list of lawful dismissal reasons. I have written this chapter from the perspective of involuntary dismissals (firings and lay offs). If the coworkers and supervisors harassed the jobholder and the stress caused the employee to resign, this is also an involuntary resignation.

When the time comes to fire a worker, you should have a solid job termination agreement prepared ahead of time. This obviously tells the jobholder that if their productivity does not significantly upgrade within 30 days, they will face separation. As with all workers, your separating disabled employee policy should also include discussing the issue with the jobholder. Include any impact the jobholder's lapses have had on the business or department. Does this apply to probationary workers? It is important that you understand what your rights are as an employer and what the best way is to go about firing an employee. If you follow a proper process, you will not surprise the jobholder with any of this. Do you have trouble dealing with employee gross misconduct? Worker Rights in Termination: Know What They Are Before You Sack. Employment claims and liabilities you're releasing include, but are not limited to, those arising from the Age Bias in Employment Act, Title VII of the Civil Rights Act, Americans with Disabilities Act, claims of improper termination in violation of public policy, claims of breach of contract, claims of breach of good faith and fair dealing", Fair Labor Standards Act, Family and Medical Leave Act, tort claims, Occupational Health and Safety Act, Pregnancy Discrimination Act, Older Employees Benefit Protection Act, Civil Rights Act of 1866, Uniform Services Employment and Reemployment Rights Act, Worker Adjustment and Retraining Letter Act, and the Sarbanes-Oxley Act.