Once the women came to work, the performance in the office dropped immediately with the guys ogling the women. This is the case even if you had good reason to dismiss that individual. You can easily insert new information as it becomes available within your separating workers manual. Please don't use use 'downsizing' as an excuse for firing insubordinate employees, or creating a culture change in the department by replacing old workforce with new ones. Inform the accused employee and the accuser this is your finding.

The employee will often believe such remarks suggest illegal discrimination. You've done enough papers already to defend your plan. To make matters worse, courts typically favor the jobholder in these improper separation suits. With your evidence, most legal defenders know their clients' cases are weak. Remember if you fire properly, you'll not surprise the worker. Whatever mantra you inform yourself, you are running a firm and if a jobholder hinders your productivity and service level, then you are doing yourself a disservice by keeping them in a job. You want to terminate him right away. When your illegal dismissal suit goes to trial, the jury will laugh at your stupid reason just long enough to give a whopping large award to your ex-worker. Without sounding too rough, you must let them know that revealing this secret is reasons for dismissal. You give the worker time to think it over. The purpose of this notification is to give you my experiences with [Worker Full Name] while employed with [Your small company].