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. Last Updated: 07/27/2016

How Would You Fire Someone?

Felix Kassan, security consultant:

I fire a bodyguard for dishonesty, if they're drunk or not on time, for not properly registering when they take arms from storage, for being rude to clients and for not having their uniform. For the first reminder I take $150 off their pay, and for the third at the latest I fire them.

"We worked on a case where a general director was fired and left the office with original business documents. He rang and demanded $100,000 for them. I keep all the important company documents in the bank. I keep the employees' labor books in the safe, too. They need them to get a new job, and I would never give them back unless they sign everything and I know they're not taking documents home.

"Don't trust anyone. A very nice employee can become a bad one when you fire them. This is the real Russia, not what high-paid lawyers tell you."

Tim Carty, partner, Ernst & Young's human capital department:

Firing is extremely rare: The technicalities of it are pretty difficult. If you're trying to fire someone for cause, like stealing, you have to prove it in court. The only other form you see is making someone redundant.

"The overwhelming number of terminations are done by mutual consent. Either the employee resigns, or the employer sits down and has a career discussion with them on why their career isn't going as well as it could be. In that situation, the employee can agree to go elsewhere, and you pay compensation, normally around three months pay.

"A bad way is an organization that turns around to someone and says, 'You're fired.' There's a severe amount of risk. Most labor law cases here are where the employer failed to follow due process: The employer will lose, the employee will be reinstated and back-pay will have to be given, and then you have to go through the whole process of doing it properly."

Alex Shifrin, director, The Creative Factory:

The best way to avoid conflict is to fire someone on a positive note. This means that you bring out a positive trait of theirs, and allow for the 'environment' to be a mitigating factor in his or her dismissal. This may or may not be the case, but there's really no need to crush someone.

"There has been much discussion whether it's better to do this at the start of the week or the end of the week. From the perspective of the person being let go, there really isn't any good day for it, so do it at the end of the pay period to make it smooth for accounting.

"We had to let our art director go recently. We have an open plan office, and I couldn't really call him over to my desk and let him go within earshot of everyone, so I set up a lunch with him to do it."