The only way to deal with a problem worker effectively is to let them know immediately there are consequences to their actions. Managers and supervisors depend on the Personnel department for proper ways to lay off. Whatever mantra you tell yourself, you are running a business and if an employee hinders your productivity and service level, then you're doing yourself a disservice by keeping them in a job. Then lay off the supervisor's employment. o Don't believe you're the CIA or the FBI. o A jury of 12 who may be sympathetic to the employee and who don't know you. Without a doubt one of the most difficult tasks any boss or sole proprietor faces is firing a worker.

The employer does not necessarily have to write this letter although they can. You're now open to unlawful bias claims from the "bad" ex-employees. With medium and high-risk separations, you should expect to negotiate the discontinuance package terms. These can include lawsuits claiming you were discriminatory or claiming that you wrongfully dismissed the jobholder. The first step in to correct misbehavior is clear, concise communication to the worker. When it comes time to lay off the worker, it may be in your best interest to present all the solid evidence you have to the worker during the firing procedure. They should review the lay off request, talk to business owner who mandated the dismissal, and review the possible approaches to separating executive level personnel. You'll be on an emotional rollercoaster.