Of all your documentation, the firing memorandum is the most important. Of course, the severity of your reaction or the rehabilitative action you take should be in line with the seriousness of the crime. Make sure you have a guideline warning form that management uses to discipline bad employees. Mostly, you won't get any questions because the firing has stunned the worker. Therefore, treat this situation like a high-risk lay off. The problem individual, it is a boss's worst nightmare. There is also employee misconduct when a jobholder is abusive or refuses to follow directions and instructions. Nobody but the two firm representatives and the employee should be present. This is a practice that protects you as a business owner and boss. Making your layoff memorandum employee foolproof can be done if you prepare ahead of time. This is especially true if the new worker rejected other job offers or had to move to join your business.

This, in turn, leads to anger and a litigation to even the score. Unquestionably, the severity of your reaction or the disciplinary action you take should be in line with the seriousness of the crime. With the termination, you should have a well documented case for cutting the worker's job. This is always a concern if the jobholder decides to take you to court for improper dismissal. o What legitimate company need caused you to cut the job, such as a recession, a merger or a change in business direction?