You should tell everyone you and the management team take sole responsibility for the business's decline and the dismissals. You should give copies of all written warnings to proper heads of organization, management, and of course the worker. To get more information, I suggest you get a book on employment law or talk with your legal adviser. Special Considerations When Developing Your Firing Disabled Employee Policy. You should have severance packages, layoff letters, explanations of benefits, and all other relevant documents prepared and ready to go. Pick a date and time for dismissals. Now, no legal defender is going to want this case because the potential settlement will be too small. When you give a disgruntled employee a choice of resigning or you dismissing him, you are not giving him a real choice. These are cases of insubordination, and you can dismiss these employees right away. o Put the employee into escalating discipline for lackluster performance and misconduct issues.

No matter how you personally feel about a worker, you should act on misbehavior and end it immediately. Your disobedience forms should document the order which the worker refused to carry out. This meant you could fire an bad worker easily. o Reemployment rights (That is, you will consider laid off worker before other applicants for openings.) Now and then, your small company won't want the bad press associated with a criminal probe, or the disruption caused by police employees.