Create a cover note to attach to the separation document which outlines main points of the meeting. First, you won't have any papers justifying the layoff. After all, this may be their employer you're sacking! Dealing with worker misbehavior is a difficult task. (Of course, you should document all this bad behavior when the meeting is over as it'll prove you were correct in terminating her.) Don't take it personally and don't react to her taunting. It is far better to be safe than sorry when dealing with potentially poor-performing workers. If done appropriately, you can also challenge unemployment compensation for workforce separated for gross misconduct. If you are firing an employee, the contents of your dismissal notice are important. But if you think of it as a standard business method to follow, you can get through it more easily. For gross misconduct, your stack of paper is for the most part much smaller. And they'll react the same way as a regular worker to firing for "no reason." Even if your worker handbook or collective bargaining agreement says you can lay off a probationary worker for any reason, be sure an opportunistic lawyer will take her case. The bottom line is you cannot use at will employment as justification to sack based on reasoning that is illegal.

3) Not giving a legitimate reason for the dismissal. If the jobholder is eligible for a benefits package or if your small company is stopping benefits, you should include this in your worker dismissal letter. However, when you're firing the worker for an wrongful reason, you'll pay through the nose.