No matter how frustrated you're or how serious the infraction, don't lay off somebody immediately. o Has the manager followed the company's policies and methods? o Inform the jobholder you're her contact person for any more questions. Since the employee will probably only bring himself as a witness, you'll have a two-to-one advantage. You may feel uncomfortable dealing with an insubordinate worker. Unquestionably, the severity of your reaction or the remedial action you take should be in line with the seriousness of the crime. Unfortunately, too many personnel managers or small company owners suffer with a worker who is lacking because they fear litigation. This makes it hard for the worker's legal counselor to argue you acted rashly and unfairly when you terminated his client. The employee can't sue you for unlawful lay off if you never separated her. Normally the top producing salesman and of a bright and pleasant attitude, Bill suddenly became dour and disagreeable. Therefore, it is well to review some of the reasons for separating a worker.

Or, if the worker came in high from improper drug use, you should bring witnesses who can testify to his erratic behavior and physical characteristics (like bloodshot eyes or smelled like pot smoke). You should notify these departments in a timely fashion, before you layoff the jobholder. You should recognize this feeling, but don't let it block you from staying upbeat about your small business's new strategic direction. Likely the stories from the accuser and the accused workforce will differ.