Name Withheld
Title Withheld, Organization Withheld
Address Withheld
City, State ZIP Withheld
Email Withheld
Insert Date
To:
Name Withheld
Law Firm Name Withheld
Address Withheld
City, State ZIP Withheld
Phone: (Number Withheld)
Fax: (Number Withheld)
RE: RESPONSE TO LETTER DATED DECEMBER 10, 2021
On December 10, 2021, I received correspondence from you stating that you are acting on behalf of Name Withheld, a former employee at Organization Withheld (hereinafter referred to as “the Center”).
In that letter, you alleged that I unlawfully terminated the employment of Name Withheld in retaliation to the fact that Name Withheld asked me to report two children who were missing from the Center. You alleged that I failed to report the incident after promising to do so and that Name Withheld encouraged one of the children’s mother, Name Withheld, to report the matter to the Department of Children and Families (DCF), who promptly did so. You also allege that my husband sent Name Withheld some text messages saying that he was not impressed that Name Withheld had reported the matter to DCF, and that Name Withheld’s employment was terminated the following day.
I would like to inform you that Name Withheld misrepresented to you the reason as to why her employment was terminated. While I agree that the foregoing events indeed took place, I disagree that they are the reason why Name Withheld’s employment was terminated.
I assigned Name Withheld the task of organizing menus for a food program at the Center. Name Withheld failed to organize the menus without giving a substantial reason why. She failed to communicate with me regarding the menus. As a result of her omissions, my business began incurring losses. At some point, my husband and I contemplated closing down the entire program because everyone was unhappy. I had to hire another person to do the work that I had assigned Name Withheld. When it reached that point, I thought there was no benefit in letting a negligent and disobedient employee continue working at the Center. That’s when I decided to terminate Name Withheld’s employment at the Center.
I appreciate that you have highlighted the fact that most employees in Wisconsin are employed “at-will,” meaning that an employer may terminate them “for good cause, for no cause, or even for cause morally wrong” without legal liability. I terminated Name Withheld’s employment for the reason that she was negligent in her duties and disobedient to me, her employer and immediate supervisor. That amounts to good cause for terminating Name Withheld’s employment. Had she followed the instructions I had issued in regard to the menus, her employment would not have been terminated. Therefore, the termination of Name Withheld’s employment is lawful.
I understand that you would like me to pay $40,000 to Name Withheld and agree to provide a neutral letter of reference so she may not seek authoritative involvement of any kind in this matter. I would like to politely decline your offer since the termination of Name Withheld’s employment was completely lawful. Accepting your offer would be an admission of the allegation that the termination of Name Withheld’s employment was unlawful, when the allegation is completely false.
Thank you for taking the time to read this letter.
Yours Sincerely,
Name Withheld
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