A fired worker is mostly not angry. In return for the extra severance, the older employee signs a release of claims protecting the Company from an ADEA lawsuit. And if you single only a few people out, that can also hurt the esprit de corps. Whenever you notice the first signs of a looming problem make sure you solve it right away. Probably, the employee will play dumb. For example, suppose you terminate someone for theft after a proper examination and review of the substantiation. Even if you know the dismissal is necessary, it is difficult to look someone in the eyes and tell her or him that their services are no longer needed. It's like the old saying, "When the cat's away, the mice do play." You'll hear about the insubordination from an accuser. If you don't layoff some people today, you'll bankrupt the small business and no one at your company will have a job. And that will have a direct impact on your small company. And you can't prove the worker ever heard your verbal warnings. If the employee signs a release in return for your guideline package, her lawyer will have a field day.

Jobs lasting a lifetime no longer exist. * Have I planned out exactly what I am going to say when I fire a worker? Besides describing expectations, the worker hygiene policy should also detail the repercussions of ignoring these rules.