The obvious thing is to dismiss the bad apple without hesitation. Use a Guideline Format for Your Separation Notice. They are ruling small companies should follow accepted lay off practices because this conforms to the "public good." So, even if you have only 3 employees, you could lose a illegal dismissal suit when you lay off someone for an wrongful reason. While you must advise them in person, a sample written notification or layoff can make it easier on you and the jobholder. Then you should list the reasons you are dismissing the worker. This leaves the boss at the losing end and that costs time, money and performance. Undoubtedly, the fired worker will claim your "real" reason for separating her was an unlawful one.

This memorandum is to tell you that your employment with –Firm– will be fired effective –Date–. Once one employee gets away with problem behavior, this gives other workforce ammunition for that same behavior. Then fire the employer's employment. Why can't you make the time to document this dismissal adequately through progressive discipline? Never depend on the formal definition of this law to protect you from a improper lay off litigation. o Confirm any commitments you made to the fired worker. Once the notice is ready, have your legal department, or independent attorney-at-law review it. Once one worker gets away with problem behavior, this gives other workers ammunition for that same behavior. Now and then, the company won't want the bad press associated with a criminal inquest, or the disruption caused by police personnel.