Let workforce know you have access to their emails, as this is a common way of spreading rumors. Before we explore the lay off method in detail, let's discuss how it'll affect you emotionally. Keep in mind that if there is a litigation, a court can use your as proof against you and the company. First, the risk is medium when the employee is probably to sue, but you have good documentation showing a legitimate lay off. For example, you don't want to mention phrases like, "female problems" or "midlife crisis." This also points to improper reasoning for the warnings.

However, if you believe the employee's productivity can be altered, counseling personnel is an intermediate step before terminating becomes necessary. In many ways, dimissing a high level worker is no different from dimissing any other worker. Even if you know the termination is necessary, it is difficult to look someone in the eyes and tell him or her that their services are no longer needed. Even without a written company policy, gross insubordination may also be simple to prove against an unfair labor dispute if it occurred within sight or earshot of others-personnel or customers. When you're telling the employee of your rationale for letting him go, he may get the idea that you're just "warning" him. If you have applied your system consistently across the workers, you can use it to layoff a group of workforce. By using a condescending tone with a jobholder, a human resource person or small business owner runs the risk of alienating the employee and doing more damage than good. Unless his or her misbehavior is severe, it will take more than one incident to build a case against a worker. If you're a small business owner and do not have such policies, now is the time to create them. If you eventually dismiss a worker for sexual harassment, you need this legal substantiation to support your decision.