But, what should you do about gross misbehavior? In conclusion, sample written notice of layoff makes a difficult program easier. If you make reasonable accommodations and the employee still can't do the job, you can still layoff her for lackluster productivity. First a insubordinate employee may try an emotional plea. After all, once you have worked with someone for a time, you get to know her or him on a personal level.

In this role, the Human resources professional eases the worker's career transition, reduces his anger, answers his benefits questions and ensures the worker receives all benefits he's due. For example, the boss can rate the jobholder from a 1 to a 5 where 1 is an excellent employee and 5 is someone who needs continuous coaching and retraining. Rarely is a jobholder ever laid off on the spot unless that individual is a threat to the safety of other workers or involved in criminal activity. Find out how the worker feels about this circumstance. It is important for there to be at least two firm representatives, you and another worker, present during the lay off meeting. Document all of this thoroughly. If you can't get rid of the bad employee and he won't change, then you, as the manager, should change. For a high-risk lay off, you don't use a lay off memorandum, so the separation settlement is the only papers you must prepare. To do this, draft a worker warning notice each time you have a problem with that person. * The employee should be aware of the consequences of not performing the action. Include any escalating discipline steps you have taken or background to your examination for insubordination.