You should have severance packages, layoff notifications, explanations of benefits, and all other relevant documents prepared and ready to go. This "separating only" option sounds harsh, but as a business owner you must manage your profits AND your time. Such documentation will be invaluable if the employee files a labor dispute claim against the firm. o The fired worker desires to work "the system" and make money off his termination.

o Doesn't respect the opinions of team members. This makes it hard for the worker's lawyer to argue you acted rashly and unfairly when you sacked his client. Therefore this example is a high risk termination and you must do a negotiated dismissal with him. When you can't afford a large severance package, you must look for ways to invalidate the employment contract. Problem employees think they are entitled to insubordinate behavior. You should tackle gossip in the workplace suitably so it does not lead to major problems. Write the termination notification and separation settlement. Once you decide this is a low-risk termination, you dismiss right away and give your guideline dismissal package to the worker. o Boss's expectations and training needed. You don't want the appearance you were out to "get" the disgruntled individual. Once you have a copy of this waiver, you should keep it with the ex-worker's employees file. You may need to find out how to terminate workers protected by Federal and State laws.