Don't ever blame a worker who's no longer with the firm for the company's troubles. In addition, you will create a better working environment for the employees remaining at your company. If you are dealing with a problem individual and need a paper trail in case a dismissal is necessary, an employee written warning is a good place to start. If you are conducting the meeting, prepare yourself for all emotional extremes. If the firm policy allows for a warning on first offense, be sure to place that written notice in the worker's file. In other words, it is not a good public relations move to dismiss employees without prior knowledge. It is useful documentation if the jobholder later decides to get even with the business, his or her coworkers or the management.

It's important to have papers showing a legitimate reason for layoff. I think you would make a wonderful full-time mother." This is a clearly an unlawful comment which will enrage the worker. * Address your employee's needs within the boundaries of your small company. But once he or she sees this behavior go unpunished, the worker will move on to bolder ways of violating orders and firm policies. 14) Have an acknowledgment line showing the jobholder received the notice. If you can, document the effect their absence or their reasons for being in jail is having on the business. After you investigate for misconduct or reach your final step in the escalating discipline process, it is time to prepare for the lay off. Because of their high-profiles, senior executives normally want cover stories. Keep in mind that if there is a law suit, a court can use your as evidence against you and the firm.