Most people have seen the circled letters on ads or job applications. But does everybody know what they mean? And from a small business perspective, what is the implication to business practices?

•  Title VII of the Civil Rights Act 1964 (Title VII) – Prohibits discrimination based on race, sex, religion, national origin, or color. This law applies to businesses with 15 or more employees. :
• Equal Pay Act of 1963 (EPA) – Men and women must be paid equal pay for substantially equal work within the same organization. This act applies to businesses with 20 or more employees. The most inclusive of the group, this law applies to most businesses with one or more employees.
• Age Discrimination in Employment Act of 1967 (ADEA) – Individuals 40 years or older are a protected group. This law applies to businesses with 20 or more employees.
• Rehabilitation Act of 1973, Sections 501 & 505 – Protects qualified individuals with disabilities that work within the federal government.
• Title I & Title V of the Americans with Disabilities Act 1991 (ADA) – Protects qualified individuals with disabilities that work within the private sector and local and state governments. This law applies to businesses with 15 or more employees.
• Civil Rights Act of 1991 – Provides monetary damages for those found to be intentionally discriminated against.

• Make final federal tax deposits
• File final employee pension/benefit plan, final quarter or annual employment tax return and final tip income and allocated tips information return (if applicable)
• Issue final wage and tax withholding to employees and payment information to any subcontractors
• Report from W-2’s and 1099’s issued
• Report capital gains and losses, partners’ or shareholders’ shares, corporate dissolution or liquidation, and sale of business assets or other exchange of property.

1. Legal counsel – Before proceeding in your decision, consult your human resources and/or legal department for potential ramifications of the termination. Some dismissals will be more complex than others and professional advice may very well pay for itself.
2. No surprises - Give verbal and written warnings as well as maintaining performance appraisals. This will keep the individual from being surprised by your action.
3. Be prepared - Have the necessary documents, severance or vacation pay, or reference materials ready at the termination meeting. Have a plan in place for compensating for the increased workload.
4. Don’t get guilted into a decision - Think long and hard prior to the termination about doing so, then stand by your decision when letting the individual go.
5. Communication - Don’t torture the individual with meaningless conversation and don’t get involved in an argument either. Don’t talk about the termination with other employees not involved in making the decision.
6. Timing – Experts agree that once the decision is made to let someone go, do not procrastinate. The situation will usually get worse. The best time to let someone go is early in the week and in the morning. Never right before a weekend or holiday.

The coming and going of employees is a natural cycle in any business. Proper management of the process will minimize the negative impacts on the growth of the company. To read more tips on the termination process, visit HRhero.com, AllBusiness.com, BusinessTown.com, or the University of California - Berkeley's College of Natural Resources.