(See Chapter 7 for how to terminate for gross misbehavior.) Disobedience occurs when a worker intentionally disobeys a superior level staff member's directive. Don't' hesitate to take action, especially when dealing with termination for cause. For example, if the jobholder misses a project deadline after taking several sick days, write him up for lack of performance. (Here you'll also want to note any employee benefits the jobholder will receive. Describe how dangerous the jobholder's behavior is and how it is putting their job at risk.

If the drug or alcohol abuse while on-the-job causes the insubordination, then the obvious solution would be to fire the jobholder. Finally, the company may already have a progressive discipline policy. Be aware that a worker can claim you terminated them based on age, creed, disability, national origin, religion or sex. Information written on the form should include the employee's name and identification information, the date and time of the violation, and what the violation is. A worker can be separated after engaging in gross misbehavior just one time, but you must be sure to complete a thorough examination proving your case before separating the jobholder. If your business is big enough to have an Hr department, you should have them review the firing plan for legal compliance. The Fourth Step When Dimissing Workforce: Schedule a Witness. Falcone follows a similar procedure to what you have learned here. They should know how to layoff an at will worker while limiting their liability if the case goes to court. Ask the small business's Human resources department (also known as the personnel organization).