This is critical if you decide to continue the probe further. Make sure your sample written notification of separation includes space for this. You may even consider giving personnel a reference notice as part of their lay off. You should ask this question point-blank, "Why would these witnesses be lying about you.". More importantly, the removal of the problem employee will give you more time to run the firm and improve results. Many small company owners believe they don't have to give a reason for firing.

o Having garnishments from the jobholder's paycheck (for example, child support or debt repayment). Remember people have their own personalities, which you can't usually change by advice from management. The main criterion is the jobholder should have worked for the firm at least one consistent year, most often full-time. There are many myths that could be discussed about handling bad employees but in truth they all boil down to the idea that sacking a problem worker means an automatic settlement in a court of law. 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. Undoubtedly, if the difficult individual is destroying the department's performance and esprit de corps, then your only choice may be immediate layoff. Therefore, you should refuse to write letters of recommendation for potentially dangerous personnel. o Violence by fired workers doesn't happen often. Tricks Difficult employees Use to Keep their Jobs. When you have information that can guide you through the procedure, pointing out correct ways to reprimand and correct layoff procedures, this will help in protecting your small business.