If you ask the worker to do work within his or her job description and within firm policy, the jobholder should comply. If you do not follow these laws, you will be liable. An employer should be wary of doling out light punishment for an employee reprimand simply because they like the jobholder who acted out of line. When the time comes to lay off a worker, you must have a solid job termination agreement prepared ahead of time. Instead, you negotiate the layoff and the jobholder resigns. If you wait even a day or two to act on a problem, the workforce think that you accept the circumstance. Gross misconduct leads to low group spirit in the department and reduces production, quality, and profit. Lawyers and Personnel professionals call this a separation by mutual consent or a negotiated termination. Here are a few examples of how disobedience and employee problems can adversely affect your business. As a small business owner, it is likely that you will not have a Human resources representative or a third-party contractor that will conduct exit interviews. If called on to separate an executive level worker, a human resource person should view it as a challenge, but also as an opportunity. Live with the disgruntled worker or "lay off" yourself.

11) Ask for property belonging to the firm such as ID badges, laptops, credit cards, cell phones and firm cars. Choose the most believable legal reason, and hope she doesn't sue you. It also can reveal the types of future employees who will fit well into your workplace. In this case, you may have given the jobholder a verbal warning to improve within 30 days and she didn't.