Reuters - Wal-Mart Stores Inc said on Thursday it was cutting prices on 15,000 more items this week as the world's largest retailer tries to boost sales heading into the crucial holiday shopping season.

Once you have decided to separate an employee, you must start putting together a list of exit interview questions that you will use during the exit interview. Sometimes they can be the best for the bad employee and the business. o Using unlawful drugs while at work. When you are working with the legal counsellor, it helps if you have a clear idea of what you want to include in the discontinuance package. She said that when he decides he doesn't like you, he'll find a way to lay off you." This is clearly hearsay proof if the nurse isn't in the room to confirm her comments. Since the risk of a suit is higher with a FMLA worker, you must consult your human resources department and your business attorney-at-law. Once the letter is ready, have your legal department, or independent attorney review it. When you give someone a choice of "resign or be sacked," it seems like you're doing him a favor. Take only those steps which best benefit both the employee's job satisfaction and your small company' welfare. With a high-risk layoff, you don't sack the worker, but he resigns in return for a big dismissal package. Only then can you fire insubordinate employees while minimizing the effects on the small company. Other signs that you have an incompetent employee on your hands include a decrease in performance with an improve in the number of mistakes or a jobholder that has frequent memory lapses.

No matter how carefully you screen new hires or how efficiently you run the business, you will lay off someone at one time or another. This is not an opportunity for creative writing skills. This employee can suck the life out of the organization and cost the company much more than she ever gave.