Dismissing someone is one of the trickiest jobs you'll do as a small business owner or a Human resources Manager. Be concise and direct about the missteps of the jobholder and the worker layoff proceedings will be over within moments. In either case, you and the employee should meet in a private, or semi-private setting to discuss specific behaviors or work performance that need improvement. Get a legal adviser involved if you face something similar. For example, the Older Workers Benefit Protection Act (OWBPA) covers the benefits you need to make workers over age 40 aware of. If a jobholder is causing problems, but the business fails to list this problem as a reason for layoff, separating this worker will be difficult. Worker terminations are stressful for both the boss and the worker. A conflict with one of your workers, for example, can cost you a valuable client because the disgruntled employee is misrepresenting you and the small business. If she fired him, could her baker come back and sue her for illegal dismissal? An employee who you sack could potentially have a case for illegal separation if you dismiss her or him on impulse with no prior signs his or her job was in jeopardy.

For every layoff, you should know the risk of paying out a big wrongful termination award. If you have the authority to negotiate, you must begin the negotiations. Laying off employees emotionally traumatizes all people involved. After you hear all sides of the story, then make your dismissal decision. For example, you can dismiss someone for being a Dallas Cowboys fan - obviously a stupid reason unless, undoubtedly, you live in Washington DC:).