When business owners let an employee go, it is not an easy task to undertake in most cases.

Whether the individual was there for years or only a few months, you are still removing someone from a job.

You also have to take into consideration if dismissing that employee could lead to a lawsuit.

With that being the case, layoffs and firings can go down in many different ways.

He or she may actually find happiness for one reason or another to be leaving your business.

On the flip side, there are those individuals who decide they do not want to go in peace. When this occurs, you could very well have a problem on your hands.

In running your business, how do you go about telling an employee that their time with you is over?

Steps to Take Before and After a Dismissal

Even though letting a worker go may be the toughest thing you have to do, you can learn from each experience.

As you mull over whether to let the individual go, keep these questions in mind:

As you mull over whether to let the individual go, keep these questions in mind:

• Am I letting them go due to work performance, budgetary constraints, or both?
• Could dismissing this employee lead to positive or negative changes in office morale?
• Is there a chance the employee will not go in peace?

Never feel intimidated about a layoff or firing. That said you are wise to think about the ramifications of dismissing them.

Once you have initiated the dismissal, what do you do if in fact there is any negative fallout?

If the fallout is from his or her co-workers, you’re best-served by addressing why the move took place.

Even though you do not owe the other employees a reason, you more times than not might be better off doing so.

Safeguarding Your Workplace

In the rare instances when an employee doesn’t want to go away, business owners have few options.

For example, what if the former employee continues to contact the office by phone or email?

If they chose the former, you may not know it is them behind hang-up calls.

You could opt for a reverse phone lookup, allowing you to see where the call is originating from. Such a move will help you pin down whom is on the other line.

If the calls continue, you are often left with no other choice than to get law enforcement involved.

While you could also send out a warning letter threatening legal action, it may not be enough to stop the calls.

If the former employee threatens you or other staff, take the threats seriously.

The last thing you want is a tragic preventable situation unfolding.

When any threats come via email or by letter, you have more evidence on-hand to pursue legal action.

Unlike hang-up calls, written threats prove to be better evidence.

If you discover there is a credible threat against your workplace contact authorities.

While many such threats never result in actions, don’t dismiss them.

Running a business is taxing enough for most. This is especially the case when it comes to keeping companies afloat.

Your financial well-being can be taxed even more so when the layoff or firing process does not go smoothly.

When you’ve said goodbye to one or more employees, make it clear the move is final.

By handling it the proper way on your end, you can oftentimes sidestep potential problems.

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About the Author: Dave Thomas covers business topics on the web.