Insubordination is the one place you can summarily separate an employee without worry. Armed with your papers and your employee dismissal later, you must then sit down with the jobholder and outline the reasons for the lay off. If the problem is on the account of personal family difficulties, you might advise the worker to seek outside counseling and give them the opportunity to improve their work. However, always consider this type of reprimand as a tool for improvement first rather than a means of ridding the business of a insubordinate individual. separating personnel for misconduct. There is no guarantee the former employee won't try to file a unlawful layoff legal action. Live with the problem worker or "fire" yourself. Here it is a good idea to have a representative from personnel to assist you. It says you should give 60 days notice of a layoff when you plan to separate a third or more of the workforce at any one location. First you should set up clear and effective rules about termination. Even if he or she is the worst employee imaginable, you will still find yourself reluctant to fire that worker. During the entire probe, you should remain professional and keep everything confidential.

Worker insubordination clearly tells you that your employee does not respect you. (Again, no surprise to anyone but the most clueless. Like tardiness and absenteeism, everyone knows these guidelines and juries would find these guidelines to be fair.