And, when you lose the law suit, the judge may force you to pay for the ex-worker's attorney as well. Believe me, when you replace a disgruntled worker, the new employee will outperform the old one every time. Everyone should know what to expect.

Don't forget to include failure to comply with any safety regulations the company must follow. Be aware that employee insubordination can severely damage your small business. In many ways, you want to treat this like a termination with a severance agreement and a release of claims. If there is a rule for separating a worker, it should be not to dismiss them where they may feel humiliated. (You should also give this reminder if you're giving a final written notice as well.) 6) Clear up any misunderstanding the worker may have. Here's an example of a medium-risk layoff. It is never a pleasant company to dismiss employees. However, you don't have to tell the worker of this right, and the representative can only be a jobholder, not a legal adviser or someone outside the firm. It only reflects my most positive experiences with you at ABC Company. At the end of the firing meeting, you have covered all bases with the employee so both you and the employee should fully understand why the layoff occurred. In return, we ask you to release the firm of all claims according to the attached severance agreement.