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A late-day decline once again pushed the markets down sharply, with the Dow falling more than 600 points.

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If theft occurs again, you should terminate the worker right away. Be concise and direct about the missteps of the employee and the employee layoff proceedings will be over within moments. However, when you're terminating the employee for an wrongful reason, you'll pay through the nose. Lastly, sit down with the at will employee and discuss the termination notification. Most importantly, your worker separation agreement should specify the jobholder can't hold your small company liable for any debt or to bring a legal action against your small business.

Either offer the jobholder his job back or give him a settlement in return for his assurance he won't take lawsuit. After you have finished the layoff, gather the remaining workforce for a meeting. Policies for dealing with difficult employees in this area differ from company to firm. Workers want to know why you're separating them and juries agree the employees have a right to know. Although the business probably has a "name, rank and serial number only" reference policy, likely your managers and personnel are giving reference interviews against the policy. For example, when the worker brings a notification from a coworker to confirm his version of events, this note is hearsay substantiation. By targeting the problem early, having a paper trail, and writing a notification of termination for cause, the lay off will not be as difficult. Call the jobholder into the meeting as privately as possible. The next step in the termination program is to make sure the worker knows what they have done wrong. If the lay off is on the account of a lay off, restructuring or downsizing, you can express some sensitivity in the letters of dismissal.