Layoff Issues For Enterpreneurs. Don't let the imagination of the terminated employee run wild with discrimination lawsuit ideas. Owners and managers dole out employee reprimands many different ways, but by being up-front with personnel about the rules, enforcing those rules and fostering esprit de corps in the workplace, many workers will react positively. If you believe you're "laying off Joe," you might only read Chapter 11: "Process for Laying Off Personnel." In this case, you would make a mistake following this process for separating Joe, and not following the proper processes and choices given in Chapters 9 and 10 for firings. Ideally, while you and the employee are in the dismissal meeting, these support groups will. In any workplace environment, it is important for both the manager and the jobholder to understand the boss's rights. Just thinking of sacking that person and placing an extra load on her or him can be bothersome, even if you know the jobholder should be dismissed.

No matter how hard a owner tries to screen new hires, dealing with insubordinate employees will always be an issue. Insubordination can range from failure to complete a small, simple task to belligerent refusal to carry out a job. Although the Americans with Disabilities Act states you cannot separate a worker due to their disability, it says nothing about them being a problem worker. Employee misbehavior often takes the form of disrespectful outlook and behavior. But by taking a few precautions, following program and documenting the method, you can deal with the problem efficiently and effectively while avoiding future lawsuits. If you have to separate a worker, make sure that you follow your own policies. If I lay off my difficult worker, I can count on losing a law suit. It provides a clear and direct message about the grounds for termination. Early in-the-week separations lead to a higher incidence of violence since the employee comes back during the week and "goes postal.".