o Reporting improper aliens in the small company to the Immigration and Naturalization Service (INS). Therefore, you're just as exposed to a illegal dismissal suit as when you laid off the guy straight away . The employee's legal counselor will prove your small business has a loose policy, and other personnel, whom you didn't lay off, have worse track records. These should include major offenses such as arriving to work drunk, using drugs or alcohol at work, physically fighting with another co-jobholder, theft, threats of violence to boss or other co-personnel, or misrepresentation of themselves. You must give them a chance to change their ways, but if they don't, you should separate them. You must increase your small company and be on the move towards success, not bogged down by a lazy or incompetent employee. This leaves the business with no other choice than to sack your employment. When separating such a jobholder, you must know how to handle anything he or she may try. Protect The small business from Separation Lawsuits: Use A Written Reprimand. Therefore, you should have easy access to a sample employment termination notification. The answer is simply to lay off the jobholder. You don't want to fire someone for occasional minor misbehavior occurring over the years.

o Purpose of the notification including employee's name. You don't ever want to give the worker the idea that your dismissal is open for debate or discussion. This one small mistake or omission can mean the difference between a judge finding you guilty of improper layoff or successfully ridding the small company of a jobholder. She'll claim you transferred her to force her resignation and to cover your improper reasons.