As long as you are acting within the memorandum of the law, then yes you can hire or terminate for no reason at all within the scope of at will employment. Although it won't help much in a job search, you must still write a memorandum of recommendation when an ex-employee requests it. The Second Step When Dimissing Employees: Prepare for the lay off Meeting. In particular, you cannot terminate an employee because she is pregnant. How can you terminate your workforce without causing harsh feelings?

If it does not turn the jobholder around then it is a critical document in dismissal procedure. Don't let a disgruntled worker ruin your bottom line. Even if your workers follow company rules most of the time, you'll still have management issues. Here's how a great Personnel professional helps with a worker firing. For example, we can't say "resign or be laid off." When we give ultimatums like this or make life unbearable for the high-risk worker, the jobholder can still sue us for wrongful lay off when he resigns. If the behavior remains poor, then it's time for formal progressive discipline that will probably lead to the problem individual's layoff. * Address your worker's needs within the boundaries of the small business. In any workplace, despite the number of personnel, there are instances of worker misbehavior. To do this, draft a jobholder warning memorandum each time you have a problem with that person. For example, the jobholder may need weekly chemo treatments and takes every Friday off for the therapy. Finally, make sure you explain the grounds for the dismissal.