You should document all of this information in your employee lay off memorandum. Frequently when a manager fires someone, he or she has valid reasons. Once they have filed for permanent disability, you can go through the process of sending a layoff letter, as well as helping them file for unemployment and disability benefits. Many times the company fires an executive level employee owing to poor work performance.

Of course in this case you would want to say something positive about the jobholder's past performance in a more positive light. You could ask Hr to do the examination for you, but I recommend against it unless, certainly, you're an Hr professional. o Your management and Hr employees who will evaluate your actions as a boss. They hire help once their company becomes successful and they can support a full-time employee. Well-written letters of dismissal can ease the pain of separating. You must give him a reasonable severance and help him out the door. You even inform him if his conduct doesn't upgrade he may be subject to dismissal. To give yourself your own legal recourse, make sure you always use a well thought out, professionally written notice of layoff. You build up your case against her through progressive discipline and convert her layoff from high risk to medium risk. Note, though, you should document the verbal warnings in the jobholder's employees file. Whatever your guidelines, you hold ALL your personnel to them using escalating discipline. Of course she was frustrated at having to perform double the work, but could she terminate her employee for this disaster?