A good company has personnel that are willing to cooperate and do their job the best they can. Perhaps one of the most important issues when disciplining your workforce is saving their dignity, so when they are a rehabilitated employee, they will still have a sense of pride about working for your small company. He can never sue us for improper dismissal if we never terminate him. In the worst case scenario, the worker will take actions that hurt your small business. Following the steps will minimize any mistakes that might hamper the procedure of dismissal. If you decide the disgruntled worker did commit a insubordination infraction, you can terminate immediately. And you will hear many excuses from these personnel. In either case, gross misconduct can lead to further problems with that worker as well as with your other workers. And you should deal with it consistently, fairly, and quickly. Find out the problems with your case and take some time to fix them.

For every dismissal, you should know the risk of paying out a big illegal termination award. If you write the notice appropriately and use it in a proven dismissal method, you'll lower your chances of a law suit and lessen the disruptions in your workplace. Before holding the lay off meeting, set the firing memorandum aside for a day or two and then reread it to ensure it says what you mean it to say. * Company name and address of the termination site. If the small business's securities trade publicly and the fired employee was an officer or director of the firm, you must inform the Securities and Exchange Commission (SEC). All Rick and Maria have to do is come up with a $250 court filing fee and hire a legal counsellor on contingency.