With this in mind, treat each separation as an individual event. Mostly, this will solve the problem. The worker will at times get angry. You should sack them for firm reasons not for any fault of their own. o Refusing to violate usually accepted accounting principles (GAAP). These workers may find it more interesting to talk on the phone, play games on the internet, or mingle with other personnel, than to meet goals and deadlines. o Option 1: Sack Immediately. Typically the employee's legal counsellor will ask for a positive cover story during settlement talks for a negotiated termination (high-risk). You should suspend or immediately fire this person. The layoff does not have to halt work, hinder office group spirit, or be harmful to any company.

The employer should handle the layoff notice the same way in all three cases. o Escalating discipline is confidential and should only be between you and the bad worker. This approach can save you and the jobholder the agonizing emotions associated with a full-blown firing. This could include video proof, bank account statements, or even eyewitness accounts from other employees). Your ex-worker may want to work "the system" and make extra money from her separation.