Or, if the jobholder came in high from unlawful drug use, you should bring corroborators who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke). The best way to document poor productivity and minor misconduct is through escalating discipline. When you are writing the firing notification you need to, at a minimum, cover these topics. Most personnel (and many employers) don't know this misconduct exception.

This will make it easier for them to collect unemployment. She'll obviously file a legal action saying the "real" reason you laid off her was because she's a woman, not because she missed the forecast. The first was a oral warning on March 16 and the last was your final written warning on May 20, 20XX. You should negotiate the employee's resignation and give him a big dismissal package in return for a release of claims. You can commonly terminate for the first instance of gross misbehavior. Now and then workforce have troubles related to their life outside their work environment. The employee always plays the devil's advocate. You must send a copy of the firing notice to the worker by certified mail. This formal notification should show that you talked to the jobholder about the problem and that he or she is aware of it. Remember all of this is voluntary and you don't have to fire if you don't want to. You should handle lay off for cause swiftly. Not only does it provide the employee with a formal document, but also it serves as the foundation for your dismissal meeting.
Daily Telegraph - The law was established when the only method of termination was surgery but now two drugs can be administered, 24 or 48 hours apart, to induce a miscarriage within the first nine weeks of pregnancy. The powerful science and technology select committee More