There are two types of liars in the workplace. That brings the entrepreneur face-to-face with the need to remove those members of the workers that can't adjust. Small business owners know how overwhelming a problem individual can become. Therefore, it is important for you to either get a insubordinate employee in shape or to layoff him or her before it leads to more problems. Therefore, with these feelings of shame, embarrassment and anger, the employee will often not wait for your judgment. Remember that this individual has a bad attitude to begin with. You can also talk with an attorney and ask her or him to create sample employee dismissal notifications for you.

When the insubordinate individual has not improved per your "final chance" expectations, you give your final presentation to Personnel and management. You should explain the problem and how you expect the jobholder to fix it. They are ruling small companies must follow accepted lay off practices because this conforms to the "public good." So, even if you have only 3 workforce, you could lose a illegal separation suit when you sack someone for an illegal reason. Unfortunately, you shouldn't say, "It's not working out," and then walk the separated worker to door and hand-over a final paycheck. Or, if you can't lay off for political reasons or the potential cost is too high, find an alternative to layoff you can live with. Using an employee dismissal checklist can help ensure you follow all the correct procedures when "letting someone go.". Escalating discipline is the primary method of detailing poor performance and minor misbehavior. You should handle layoff for cause swiftly. o Reactions of the press, competitors, customers and the suppliers are never as bad as you fear.