However, based on her allegations of sexual bias and her rebuttal, she's likely to take legal action. Let me give you a thumbnail of the high-risk method. Learn how other small business owners are separating difficult employees while lowering their risk of unlawful termination lawsuits.

If you are an employer and you know your rights, you will be able to avoid any legal disputes that may result from a insubordinate employee or someone you have sacked. Also every employee should have a hard copy of these rules that discusses offenses that may result in immediate suspension or lay off. Just as in a court of law, you must know what to say when separating a worker. First, when you're firing for gross misconduct, you must separate the day after the 3-day suspension whether this is Friday or not. Even if you know the termination is necessary, it is difficult to look someone in the eyes and inform him or her that their services are no longer needed. In my experience, many "not-so-smart" managers still go the "no-reason" or "stupid reason" route when dimissing a problem employee. As part of the increased package, I strongly recommend outplacement services, which can help the fired employees with job-search skills. But, if you're cutting the job because of economic conditions and competitive pressure, lay off the jobholder and negotiate a release of claims after the fact. During your discussion, you must inform the jobholder what he or she did wrong, tell her or him the actions you'll take, and warn her or him of the consequences if the action reoccurs. It could help you tell them in a straightforward way. An exit interview form should contain questions that will allow you to collect objective information about your small business environment. It is not for the faint of heart, and as a supervisor, it does not contribute to your popularity among the rank-and-file.