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READY, AIM ... FIRE!

Firing should not be an impulsive act used to punish an employee on the spot. The boss' power trip may end up at the courthouse, where he or she must explain the intemperate behavior and justify the propriety of the termination. As one power play invites another, those who "trump" their employees must be prepared to receive a trump card from disgruntled employees in the form of a lawsuit.

To fire the right way, you need to prepare for a calm, brief meeting with the employee. Before the meeting, compile and review the employee's:

• performance appraisals
• written warnings
• salary information
• all correspondence with that employee, particularly if it's related to job performance

If you've done your homework throughout the employee's tenure with your company, and can a documented performance-related reason to terminate, you are far less likely to get hit with a lawsuit later. Documenting poor job performance isn't legally required before firing an employee on that basis. But it sure makes the defense of later claims much easier to win.