If the situation does not resolve itself, termination is sometimes the only solution. It is important that you understand what your rights are as an employer and what the best way is to go about dismissing an employee. If you're a top level supervisor, have one of your senior managers or have an employment legal defender review it. Abusive language used by employees directed toward supervisors or managers as well as other workers is also insubordination. If the employee comes back and files an improper dismissal suit, like so many do, the memorandum suddenly becomes the small company's legal document.

After any employment termination, you must handle exit interviews and employee references. (You won't be surprising anyone in the department. Don't wait for the jobholder's next scheduled performance review. In fact, a restaurant across town which your workers don't frequent would be ideal. Just before the termination, change any passwords that provide access to the employee to any computer network accounts, financial records or other sensitive material. If you can't make clear your reasons in a professional, non-emotional way to the jobholder, you should question how legal they are. Also by addressing the bad behavior directly, you're showing the bad worker that you're in charge and their behavior must change. A company has requirements and wants to fulfill. By following this book, you must know your risk level for a legal action. In it, the jobholder agrees to not challenge his dismissal in court, and in return he gets an increased dismissal package.