You will be less probably to make any comment that a jury could hold against you later if the jobholder files a wrongful dismissal law suit. The Third Step With Employee dismissal: Schedule the lay off Meeting. Firing an employee is difficult. Therefore, you should watch for a worker that has difficulty concentrating or following directions, as this worker may develop into a major problem for you and your business. You should carefully weigh the severity of the refusal. To minimize your risk of a wrongful dismissal suit, please check with a legal counselor before using this memorandum or any sample dismissal notice for that matter. Many times a written reprimand will get the jobholder's attention in a way that mere words can't. Make sure the company's attorney-at-law reviews and approves it. There are times when dismissing someone for an unlawful or stupid reason is cheaper (in time, money and emotion) than keeping the person on. This will stop this embarrassed and angry employee from suing you.

Whatever your situation when firing a worker during the firm reorganization, you should follow certain guidelines to make ensure that dismissals go smoothly. There are always those within companies that simply are not a good fit and would be more effective, productive employees elsewhere. Most large and small companies have a company handbook or "rules" that they let their workers know. o Threatening to sue you or engaging an attorney-at-law against you or the small company. When terminating troublesome workers, personnel personnel or small company owners should try to curb personal feelings.