Once she had enough papers, Melanie fired her incompetent worker. Other employees may file suit against you for failure to act on the problems you are having with the worker. You'll look like an idiot, the jobholder will be angry, her lawyer will have a field day and the jury will give the worker a big improper termination award. You must take a few precautions and then decisive actions when dismissing workers for sexual harassment. Now and then financial issues or downsizing will require you to ax a good employee, or even one that you liked personally. Your people are only giving reference interviews for "good" ex-personnel. This is critical if you decide to continue the probe further. Such documentation will be invaluable if the jobholder files a labor dispute claim against the company. You don't want the appearance you were out to "get" the difficult individual.

Typically the worker's attorney-at-law will ask for a positive cover story during settlement talks for a negotiated layoff (high-risk). o Consequences of continued poor performance. The lay off of workers is difficult. Otherwise it will cost the small business in both time and money. When other employees see a coworker getting away with disobedient behavior, it encourages them to act the same way. o All of your former personnel will land on their feet, and mostly get better jobs than they had previously.