Because of your strong moral (Laying Off Employee) beliefs, you may

Because of your strong moral beliefs, you may want to terminate an employee even when his conduct is legitimate. Anything you can do to combine existing job duties and improve efficiency should be considered. For example, you may discover the possibility of unlawful discrimination. Some of the reasons for employee termination are circumstantial.

If you terminate a worker for "cause," a clear, well-written statement of the grounds for the layoff will inhibit any future legal action by the employee. Owing to lack of productivity, you're now one step from lay off. It is essential to have another member of management present when firing workforce. Dismissing an employee is a serious step and you should not undertake it lightly. An employer should be wary of doling out light punishment for a jobholder reprimand simply because they like the jobholder who acted out of line. It should accurately reflect your small company's lay off process. And it allows employers to hire as well as fire personnel for any reason - at least as long as you're not violating any other laws in doing so. Bad employees are a fact of life. It's best for your Hr department to keep the evidence because the dimissing boss may leave the company, and the records may become lost. If this reaches a jury, the employee's award will be big with the average being $536,927. Also, it is important the jobholder was separated for no fault of their own, so if the jobholder was laid off because of a reformatory reason it may keep them from receiving unemployment. Get control of your emotions allowing for a "cool down" time before continuing with the termination.