Reuters - Stocks were set to open lower on Tuesday, with investors wary of any more signs of trouble for the economy and the banking system, though diaried events were thin on the ground.

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But sometimes, a boss will inform his worker, "resign or be separated." This is obviously an involuntary resignation. Give him your directives and then provide some help in meeting them. For example, if the jobholder produced poor quality work, the manager should have detailed worker counseling sessions or written warnings. Notification #4: "Medium Risk" Layoff Notice - Layoff On the account of Company Desires. Give him one immediately using your small company performance review form stressing his work-related problems. An exit interview is a meeting between a supervisor and the jobholder after his layoff. In Melanie's circumstance, she had enough of the terrible performance, but like many small business owners she had no experience terminating workforce. In other words, it is not a good public relations move to lay off employees without prior knowledge. Lastly, after you have carried out all steps of employee counseling, you must review the bad employee's productivity again. If this is the case, you can still work at avoiding a lay off by discussing the problem with the worker. If a business does not have these rules in place, then it can become difficult to enforce a separating.

Just thinking of sacking that person and placing an extra load on him or her can be bothersome, even if you know the jobholder should be laid off. In both of these examples, the illegal dismissal claims are clearly bogus. If you are a small business owner, a worker leaving the company can impact the small business dramatically. In addition, most of your top performers will take a package because they can easily get jobs outside the small business.