His legal adviser should prove you knew the truth, but you told a lie. It's important they understand that at no time should they make any guarantees about employment to any workers. 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. Handling Difficult People And What You Can Do.

As a result, you might find there are loopholes in the letter - after you find yourself in court trying to defend it. I recommend treating a disgruntled worker well because it makes financial sense. Her representative must be an employee, and her legal adviser can't be the representative. In other words, the way you fire the jobholder is much more important than the reason you separate him. Explain what items the jobholder must return to the company such as firm identification, business credit cards or debit cards, and equipment provided to the worker, such as a laptop or a cellular phone. Hold a Meeting: If the termination affects many company workforce, you might announce the reorganization to the entire staff at once. For every lay off, you should know the risk of paying out a big illegal lay off award. A reprimand notification is frequently the first step in any legal and proper employee firing program. However you should address the worker written warning directly to the employee. An employee that is unwilling to change her or his work habits is likely to develop a negative attitude. By obviously voicing a legitimate reason, the employee doesn't wonder why you fired him and doesn't immediately call his legal defender in anger. If the problems do not increase, dismissing the worker may be your only choice.