If you have resolved the issues with this employee, then the implication of that is you would be starting with a clean slate from the date of the resolution of the issues forward. Thus, if she is an employee without a contract
, she is at will and you can always fire her for no good cause, but if you are going to try to use this as cause for termination then chances are that 1) the recording is going to be held as unlawful unless you posted notices in the office you were recording all conversations in the office and 2) because the issue was resolved and this happened before the resolution it is likely that this will not be considered good cause for termination such that her unemployment benefits would be denied.
You can decide to terminate her for no good cause, as an at will employee, and perhaps even negotiate some severance with her where she waives any rights to sue you on any grounds (whether or not she has any grounds). Or you could terminate her for no cause or claim that it is lack of work. But terminating her on grounds here would not be appropriate.
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