Dear Sidhu1972:
I have had the good fortune never to be associated with that type of boss. I'm sure they are out there, but they get discovered very quickly and are expelled from the organization (and hopefully the profession).
So, to address your hypotehical situation:
I would first review employee A's file to determine if there were any negative entries which would form the basis of any discipline up to and including termination. If I found none, I would document his accomplishments, accolades, and personal assessments.
Unless and until the boss can show some evidence of why employee A should be fired (reduction in force, major misconduct, failure to comply with lawful orders, and the like), aside from his obvious abuse of his (the boss') authority/power, I would refuse, but in a manner which would not be insubordinate. I would tell the boss, politiely, that if you want him/her terminated, do it yourself. "I choose not to".
If the boss reiterates his threat to terminate me:
First, I would point out that I am equal to or better in performance and people skills that employees A (and for that matter the boss himself). I would then inquire as to the nature of the "sufficient cause". In addition, I would inform him that his actions would place undue liability on the organization, since if he carried forward with his threat, I would sue for unjust termination, and since I am over 40 years of age would file a charge with the EEOC based on age discrimination. In both suits I would seek significant monetary penalties (compensatory as well as punitive). Finally, I would inform him that since he may place such liability on the organization, my duty and obligation to the organization leaves me no choice but to report his intention to the President of the Company.
If he did, in fact, terminate me, my next steps would be:
A. Document the meeting. Time, place, date, persons present and dialogue, as close as possible. Especially that part of the conversation where he fired me.
B. Assemble all relevant documention - The "minutes" of the meeting with the boss, a brief overview of Employee A's work record, an overview of my work record
C. Attempt to arrange a meeting with the President of the Company. If I have been ordered to leave the premises by the boss, I would send a letter to the President with all documents enclosed. (By Certified Mail, with return receipt requested.)
D. Contact a competant labor attorney to discuss possible next steps re: civil suit.
E. Go the nearest Equal Employment Office and file an age discrimination charge. (Other government agencies to file various allegations - OSHA= unsafe working conditions both physicall and environmentally; Wage and Hour= Failue to pay overtime; requesting employees to "donate" hours; etc.)
F. Contact TV and newspapers (reporters love this kind of story; the "little guy" v. the "deep pockets, unfeeling corporation") - Get the issue aired in the court of public opinion!!!
I believe that if enough pressure is brought to bear, the organization will realize that the boss acted in a manner which was not only unprofessional, but which could have the potential of damageing the company's reputation in the eyes of customers, and the public (who buys the product).
One person as opposed to millions in lost sales, court imposed fines, dissruption of the business, and lowered employee morale - that's what is called a "no brainer" - wat would u do???????????
PALADIN