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Also, make sure to include the impact of her bad behavior on you, other workers and on the company. An alert management is aware that when employees should be dismissed through no fault of their own, it creates talk among that individual's family and acquaintances. Therefore, it is important to follow the proper procedure when separating workers. Many workforce react positively to a jobholder reprimand done professionally and without malice.

Is the dismissal justified given the employee's tenure with company, past performance history and recent documentation of productivity problems? Its goal is to "fix" the insubordinate individual. In short, you must provide the specific rationale for firing the employee, their problem behaviors and dates these problems occurred. If the insubordinate worker is conscientious but incapable of doing the job, then your offer of a position with lesser responsibilities may come as a relief to him. For example, you might say, "Workers who fail to wash their hands after using the rest room will receive one day suspension after the first offense, three days after the second offense, and separation after the third offense." Or, it could be more general, such as "Personnel who fail to wash their hands after using the rest room will face suspension and possible separation." How much leeway you wish to give yourself when it comes to rehabilitative action is up to you. It is essential to be properly prepared for the lay off meeting as this is the step that is most generally used against employers when it comes to improper separation lawsuits. Give Workers a Chance to Inform Their Side. Every company from the smallest home based firm to large corporations should have one. To do this, draft an employee warning notification each time you have a problem with that individual. A fair examination means you get the worker's side of the story, talk to other eyewitnesses and gather physical proof (if any) in a proper way. And it protects you and your small business from improper separation lawsuits. A sacking reason can be legitimate, unlawful or just plain stupid.