Unfortunately, this fact produces the same need to reduce the personnel. If a worker does not work out, despite your best efforts, a remedial form becomes important legal documentation. Before you know it, you'll have an entire crew of problem employees rather than just one! If you document everything that a jobholder does wrong using the jobholder discipline form, it will make dismissing them much easier. If you are considering corporate outplacement services, understand that they not only provide help with the termination method but also with the severance package you'll offer, and other details. Another consideration would be the customers or clients the laid off worker may have dealt with. If you should refill the position in less than a year, redesign the job so a younger worker with a lower skill level is a better fit. It becomes the small business's substantiation if the employee files a illegal dismissal litigation, so treat it with care. (When you are not the separated employee's supervisor, be sure you bring the supervisor as a witness.) Don't separate personnel without papers and before taking the time to seriously consider the ramifications. Although the Americans with Disabilities Act states you can't lay off an employee because of their disability, it says nothing about them being a disgruntled individual. Document the small company rationale for the layoff.

If the worker was violent or threatening in the meeting, you can use this as proof in a court trial your decision was correct. Or, unquestionably, you may have fired the employee for bad behavior or poor work performance. In our current sue happy world, it only takes one small mistake to find yourself going to court over a unlawful layoff hearing.