o Option 1: Sack Immediately. No one needs to think about sacking personnel when starting a new company - you only want to think about the growth of your small business and to dream of expanding and being successful. o Could the employee believe you're terminating for an illegal, stupid or "no" reason, even when it's not true? o Replace high cost employees with low cost workers (note: be careful on age bias here). This includes describing the situation and documenting when you discussed the issue with the worker. Second, you may blame yourself personally for the firm's decline. Remind yourself, and your employees, that this is not personal. Now you have dramatically cut your risk of litigation.

So you must only inform the human resources department and any witnesses who should attend the termination meeting. These should cover the most common causes of dismissal. o Speaking Spanish or other languages. Otherwise, the jobholder or his lawyer will accuse you of discrimination. This is the best way to avoid legal battles if you eventually should separate them. You must even call up the company acquaintances and personally refer the employee to the new employer. When you owe the worker for expense refunds, you should have a separate check ready for this as well. Some of these include as stress relieving, networking and friendship building and at times it is believed to increase efficiency too.