First, the employee wants to take lawsuit but you have a good chance a lawyer won't take his case or the jury will rule in your favor. In many ways, sacking a high level employee is no different from sacking any other employee. As a small business owner or Hr Boss, you must handle your workers with care. Also, fighting the claim can cause a morale problem back in your department. Legal watch-out #1: Avoid saying anything in the meeting the employee might construe as wrongful discrimination. In today's society, you must follow a proven separation program to avoid lawsuits. Conclusion: This is a case of minor misbehavior. Don't back down from your decision, and use the firing notice to guide you through the exit interview procedure. In addition the notification should clearly make clear consequences should the problems continue.

Remember when discussing the situation with an employee to continue to reiterate why it is important that they don't behave in this way. And it protects you and the small company from improper separation lawsuits. But, with a medium-risk worker, it'll be a different story. Employee disobedience is every entrepreneur's and manager's worst nightmare. Be aware the jobholder's attorney-at-law will use it to show you did something wrong, so you must write it carefully. Also, the general wording in your worker layoff memorandum sample should set a respectful tone. It is critical to workplace esprit de corps that you manage this problem appropriately.