It is a mistake to assume that by terminating one worker, the others will improve their performance. Disobedience problems at work may be either passive or active. And you must deal with it consistently, fairly, and quickly since worker misconduct can damage your small company. If it gets to court, the judge usually favors the worker.

This requires excellent written documentation. For example, suppose you have detailed evidence your ex-worker was sexually deviant. Probably a judge will review this form and if not done properly the court can use it against your company. For example, when you dismissed him for a performance problem or laid him off as a cost cutting move, the commission always favors the terminated worker. If the jobholder sues the firm for wrongful layoff, the letter becomes a legal document. 4) The lawyer (or the employee with the attorney's coaching) calls you and asks for more. In many ways, terminating a high level employee is no different from dimissing any other worker. Whenever you see the first signs of a looming problem make sure you solve it immediately. In this article, I give you a 5-step procedure for getting rid of a bad worker when you don't have the authority to terminate. Low-risk separations are simple and clean. If the employee believes the problem you are having relates to his or her disability, you must address it now. But if you are a small business owner, this may be a bit more difficult to do.