The closeness in which you were planning on firing the employee after finding out about the pregnancy will not harm you in a pregnancy bias case. You should take these protective measures before you ever dismiss a worker. This is why I developed my Termination Risk Estimate & Protection System(tm) to show clients how to lay off workers with different risk profiles. Once you sack one set of workers, the business wants might require more layoffs. Normally, the problem employee will ignore these sections of the warning and not respond. You must know exactly what you are going to say and how you'll say it. Your goal is get the jobholder's attention at a higher level, so they hopefully, will respond. There's more about misbehavior forms you must know.

To give yourself your own legal recourse, make sure you always use a well thought out, professionally written warning of lay off. o Did the supervisor appropriately apply escalating discipline and adequately investigate for insubordination? So, you've decided to fire your difficult worker. To achieve a successful layoff, it is best not to approach such matters impulsively. There is nothing to apologize for as you made every attempt to work with and help the jobholder before dismissal. The only way to deal with a bad employee effectively is to let them know right away there are consequences to their actions. o Did the supervisor appropriately apply escalating discipline and adequately investigate for overwhelming misbehavior?