As you might guess, the worker may get emotional during the reading of the notice. As you should recall in your final written notice, I gave you this specific expectation: "You must take the initiative and rearrange my schedule, cancel meetings and call the affected appointments when I'm unexpectedly unavailable. Recorded copies of these warnings, signed by you, will remain in your permanent workers file. For every act of gross misconduct, you should document the incident and discuss it with the jobholder. At these meetings, you must be honest with the personnel about the firm's future and the need for cost cuts. If you take the time to collect this information before you fire a worker, it will make the lay off go more smoothly and prevent legal problems later. If you track attendance, you must write up a warning for each sick day he takes past the firm's guideline. After this, you want to state concisely and clearly your reasons for the dismissal. * Finally, don't stand around arguing with the employee. If you have further [bad behavior] or violate other conduct guidelines, you'll be subject to further discipline and, possibly, termination of employment. Due to scheduling mistakes reflecting badly on you and the organization, you gave Sherry a oral notification 60 days ago.

When you have a insubordinate employee, you should carry out the worker dismissal process properly. If you even make a small mistake in the notification, it may leave you on the losing end of a grievance or lawsuit. And you risk having your small business shut down for good or dealing with the guilt (and perhaps legal effects) of making your customers ill. Writing a dismissal memorandum can be difficult. I think you would make a wonderful full-time mother." This is a clearly an unlawful comment which will enrage the worker.