For example, we can't say "resign or be fired." When we give ultimatums like this or make life unbearable for the high-risk worker, the worker can still sue us for improper layoff when he resigns. All they needed was an-easy-to follow employee dismissal procedure guide. Abusive language used by workers directed toward supervisors or managers as well as other workers is also disobedience. If for some reason, you're even just a little untruthful, be sure the jobholder's legal counselor will use it to prove wrongful discrimination or motivations. You might make a note of this oral notification your files so you can recall details later if necessary. Also by addressing the bad behavior directly, you are showing the bad worker that you're in charge and their behavior should change. If their crime does not interfere with their work ability and they return a timely fashion, then the problem will resolve itself. In addition, you must provide a lay off notice to the jobholder in writing as well as a copy sent by certified mail. Even if your predecessor has recorded the insubordinate worker's terrible performance and behavior, I still recommend you wait to separate until you have developed your own independent observations. I have decided to separate you from employment at effective immediately. If an employee contract is not in place, then there may be no legal restrictions for separating workers, but each individual state mostly decides this.

If it becomes a public matter or if the offending photo contains anything that identifies your small company, you're probably in the clear as well. Don't e-mail (or fax her) the termination documents until you have told her she's dismissed. If done suitably, you can also challenge unemployment compensation for workforce laid off for insubordination. If you're a small business owner, a worker leaving the firm can impact the small company dramatically.