If your reasons are solid and stated within the notification of separation, it is most probably that a pregnancy discrimination case, if it occurs, will never get far. Even without your weekly meetings, everyone knows a layoff will happen except the most clueless. Lawyers and Personnel professionals call this a separation by mutual consent or a negotiated separation.

ANSWER TO PART B: "Yes" You don't have any papers because the women haven't done anything wrong. At this point, the layoff should not surprise the worker. Besides personally telling this person in a separation meeting that you are separating them, you should complete a series of steps before reaching this point. At the end of the dismissal meeting, the form should be complete and both parties should fully understand why the firing occurred. In addition, if the difficult employee is violating safety procedures and hurts someone, a court will find you liable. He should be available by phone during the 3 days for follow-up questions. Because the worker may try to come back with legalities or claims of unfair dismissal, you must collect enough proof on your lay off case. However you decide to dismiss workforce, you should do it consistently. A jobholder who you terminate could potentially have a case for unlawful termination if you separate her or him on impulse with no prior signs his or her job was in jeopardy. For example, you might say the jobholder caused great problems with his or her demeanor and then describe, in detail, how it affected the business. In it, the employee agrees to not challenge his separation in court, and in return he gets an increased severance package. For example, you may confront the same disgruntled individual on several occasions and they refuse to change their behavior.