If called on to lay off an executive level worker, a human resource person should view it as a challenge, but also as an opportunity. If you fail to consider legalities and proper processes, this method can cost the small company dearly. However, I would guess over the coming years as more personnel work off-site, it'll become standard. Depending on the small business policies, they may be able to return to work after seeking help. If you bring them into your office and explain the situation, whether it is downsizing or poor work productivity, the other employees will appreciate your honestly. (This objectively written final warning from our case study is a partial write-up on the past 30 days of Sherry's performance. And those are the easy ones–some employee termination is distasteful.

It's clear Sherry's a "bad apple." It's time to give her one last chance and write her up with a final written notice. Except for the signature, the difficult worker rarely fills out the bottom part. If it all fails, you may have to write a termination notification and file the jobholder's position. Behaviors like this only add to the boss's right to sack the worker. First, a worker can be disruptive and disturb others in the same work area. If you do the right thing for the company - sacking the insubordinate worker - then you know the worker will find someway to sue you or stir up trouble. Also include and information on a discontinuance package or any other monetary considerations. It is also best to inform the employee early in the shift.