It should accurately reflect the company's termination process. It's true a worker should know what the standard is before dismissal. Be sure to include the basic facts leading up to the termination including worker warnings. Again, follow the Chapter 8 guidelines. In the last section, you learned the At-Will Doctrine, while still the law of the land, is now just a toothless tiger when dimissing workers. At the end of the lay off meeting, you have covered all bases with the worker so both you and the employee should fully understand why the layoff occurred. Finally, if something in the insubordinate individual's life is depressing her, now and then sending her off to a professional seminar or convention can work wonders for her spirits. They made some innocent mistake during the termination such as saying the wrong thing at the wrong time during the lay off meeting. Is the firing adequately recorded? If we do the math, this adds up to unanticipated cost for the company. If there is a rule for terminating a worker, it should be not to separate them where they may feel humiliated. When you have given multiple warnings to a jobholder for the same problem, it may be time for your company to cut ties with this person.

It is important that you don't overlook offenses in some workers that result in discipline for other staff members. Before you write an employee reprimand notice, you should guide this programmer through this problem. Dimissing a jobholder is never an easy program either for you or the jobholder, but now and then you'll have no choice.