She'll obviously file a law suit saying the "real" reason you fired her was because she's a woman, not because she missed the forecast. Then you'll be ready to complete the firing. Start a formal papers process and give consistent feedback to the worker. Note the sample job termination memorandum specifies the reason and the efforts to correct the situation.

To keep yourself and your business out of trouble, you should follow proper lay off procedures. The employee can sue you for false imprisonment, assault and battery, invasion of privacy, infliction of emotional distress and so on. Many human resource employees don't feel comfortable dismissing an executive level worker. Since the manager looks to the Human resources professional as the expert, it's important for the professional to be knowledgeable about layoff processes, company policies, anger management and exit interviewing skills. Tell the worker when he or she must leave the premises. Inform the hearing officer what happened and then go through each fact you must prove. This way they don't have to come up with the number of warnings a worker can receive and the more severe actions that follow each successive reoccurance. Once everyone finally accepts the changes and starts to work within the new team environment, you must see performance higher than before the downsizing. Unfortunately, these are the employees you're most desperate to terminate. So before sacking any employee, you must at least consult Personnel. This is all the evidence you need to fire right away.
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