And you shouldn't refill the job for at least a year even if business conditions increase. I recognize that I've received a copy of this termination letter. And worse yet, by telling the worker you disagree with the "higher-ups," he can use your comment to prove unlawful lay off. But since most employees, even the bad employees, fall into the former group, it's perhaps worthwhile to figure out how best to deal with them. If you forcibly demote a insubordinate employee and he subsequently quits, then he'll claim the resignation was a constructive discharge . I'd love to hear all about it." You should stop the small talk right away.

EXAMPLE: Escalating Discipline For Overwhelming misbehavior. Obviously lay out the goals which you're going to meet by following the new strategy. You must also have at least two more people sign the agreement as eyewitnesses and as representatives of your small company. It is important that you don't overlook offenses in some personnel that result in discipline for other staff members. Before bringing in the worker to your office, jot down a few notes to think about why you should layoff the worker. A special note about workforce' compensation: You can't fire an employee because she has taken advantage of personnel' compensation. After you have tried everything to correct an employee's performance, you should consider firing this individual. Don't e-mail (or fax her) the firing documents until you have told her she's separated. Lastly remember to remain professional in both your memorandum and in the dismissal meeting.