Insubordination is the act of defying authority. First, when you're sacking for insubordination, you must layoff the day after the 3-day suspension whether this is Friday or not. A termination should not be harsh, unjust or unreasonable to be a fair termination. First, the employee is probably to sue and you have appropriately documented a legitimate reason. 1) You should give the employee 45 days to consider the agreement. At the end of the firing meeting, the form should be complete and both parties should fully understand why the firing occurred. A Wisconsin printing plant named Quebecor terminated a jobholder under its absenteeism policy. By following standards for lay off, an employer or small company can reinforce their decision and protect their firm. If possible, write the notification ahead of time and present it to the jobholder during the layoff meeting.

If this is not enough, we will take legal action to ensure that firm is reimbursed. It is essential to be suitably prepared for the layoff meeting as this is the step that is most frequently used against employers when it comes to illegal dismissal lawsuits. If the layoff is handled suitably by management, this period of lower performance will be brief. In Tool #5 of the jobholder Separation Toolkit (at the end of this book), I give you some sample questions for a "resignation" exit interview. If the manager's behavior remains bad or she fails again, use this Guidebook to make sure you thoroughly document her lack of productivity. And you must deal with it consistently, fairly, and quickly since worker misconduct can damage your small company.