Whatever the reason for her poor behavior, your gut reaction will probably be to clean house and terminate the problem employee right away. When you feel comfortable with the consequences, go ahead and dismiss the problem worker. To give small business owners and Human resource managers an idea of how to handle gross misconduct, you must consider a wide range of examples. You have the 'What', now for the 'How'. When you need to layoff or RIF (reduction in force) several workforce at one time, the processes are different from those of a single firing. This includes going over some of the most common questions a laid off worker may ask.

The only way to deal with a disgruntled employee effectively is to let them know immediately there are consequences to their actions. You and the jobholder should sign all written documents to show the jobholder knew of the possible separation. The dismissal meeting should last no longer than 30 minutes. They needed foolproof termination procedures and effective options. With a high risk dismissal, the jobholder is probably to sue and you have little documentation to defend yourself. Suggestions on How to fire the employee. o The terminated employee needs to work "the system" and make money off his layoff. The best way you can handle problem employees is with a series of warnings and documentation. The best alternative, which is the one chosen by most small business owners and Human resources Managers, is to buy a book written by an expert in separating workers. Bad employees are more probably to have lies on their resumes than other employees due to their work ethic.