Reuters - New orders for long-lasting U.S.-made manufactured goods surged a much bigger-than-expected 5.9 percent in July, the biggest gain since September, and a business investment gauge posted the first gain in three months, a Commerce Department report showed on Friday.

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If you follow a proper procedure, you'll not surprise the employee with any of this. For example, if the bad individual is routinely late arriving to work, production may cease altogether as the other personnel wait for the worker to arrive. If you're firing for an wrongful or stupid reason, is it worth it?

A fair examination means you get the employee's side of the story, talk to other witnesses and gather physical proof (if any) in a proper way. In some industries, workers must perform specific and measurable quantities of work daily; in other workplaces, workers should produce good quality results on schedule. If so, the written memorandum of termination should include this information. By being fair and consistent, your employees will respect you and your small company and give you the best job productivity possible. If the jobholder continues to tell lies, you can sack him after the final written notification. As we've discussed before, you can be in court and lose the case even when you have a recorded legitimate reason for the dismissal. For example, when you separated him for a productivity problem or laid him off as a cost cutting move, the commission always favors the separated employee. Worker misbehavior is every small business owner's and manager's worst nightmare. Include any escalating discipline steps you have taken or background to your examination for insubordination. If the employee refuses to sign the paperwork, have another person sign as a witness. Employers should develop guidelines so managers and Human resource professionals can handle misconduct in a consistent, efficient and fair manner. If you have collected this information appropriately, the employee will not be surprised by her or his current predicament.