But by taking a few precautions, following process and recording the method, you can deal with the problem efficiently and effectively while avoiding future lawsuits. If you're the owner of a small company, then you must have your second-in-command or an outside employment legal adviser review the file and give you their opinion. As the owner of a small company or as the Human resources Boss, you must realize it is important to have all your personnel abide by the same rules - which are the rules established by the small business policies and methods. It is essential to have another member of management present when dimissing personnel. But, you have many other choices which may cost you and your small company less money, less disruption and less worry. A firing reason can be legitimate, wrongful or just plain stupid. If you make an error when separating a hostile employee, you could be condemning your small company to bankruptcy or liquidation. By following simple rules a company can remove troublesome workforce quickly and quietly. At the wrong times, worker insubordination can lose potential clients, or worse, lose current ones.

Early in-the-week dismissals lead to a higher incidence of violence since the employee comes back during the week and "goes postal.". Attorneys-at-law and Hr professionals often call this a negotiated layoff. Have a representative review the letter and make sure you're following proper business processes. Having Standards For Employee separation Is A Good Firm Practice. Again, by securing solid evidence that you're dimissing the pregnant employee for reasons other than the pregnancy will almost ensure that you'll not face a pregnancy discrimination suit. At this point, the firing should not surprise the employee.